Official form guide
Form performance improvement plan: Performance improvement plan
The Performance Improvement Plan (PIP) is a document used by employers to formally address an employee's work performance issues. It outlines required improvements, support, and a timeline for meeting standards.
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Form Overview
Fair Work Ombudsman Form performance improvement plan - Performance improvement plan
The Performance Improvement Plan (PIP) is a document used by employers to formally address an employee's work performance issues. It outlines required improvements, support, and a timeline for meeting standards.
Risk Radar
Scan points- 1The most common mistake is setting unclear, non‑measurable improvement targets.
- 2Vague or unmeasurable goals
- 3Unrealistic timeframes
- 4Missing employee signature
- 5Failure to document support provided
Plain English
Think of a PIP as a clear, written roadmap that tells an employee what needs to get better, how the business will help, and when the changes must happen. It’s a tool to fix performance problems before more serious action is taken.
Submission Date
- Filing date: A PIP should be issued as soon as a performance issue is identified and before any disciplinary action is considered, usually within a few days of the concern.
- Preparation window: collect IDs, supporting records, and signatures in advance.
- Final review: verify names, dates, and required fields before submission.
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What this form is for
- When an employee’s performance consistently falls below expectations.
- Before issuing a formal warning or termination.
- When specific, measurable improvements can be defined.
- If the issue relates to skills, attendance, or quality of work.
- To provide documented evidence of support and expectations.
Form selector
Use this form or another form?
Serious misconduct
Immediate action needed
✓ Verify if misconduct meets Fair Work definition
Redundancy process
Role is being eliminated
✓ Confirm genuine redundancy criteria
Unpaid wages claim
Employee alleges underpayment
✓ Use Fair Work Ombudsman portal
Deadline or filing window
There is no statutory filing deadline, but the PIP should be issued promptly—ideally within 5 business days of identifying the performance issue—and the review date should be set no later than 30 days after issuance.
Before you submit
- 1Performance issues are clearly documented with dates and examples.
- 2Improvement targets are specific, measurable, achievable, relevant, and time‑bound (SMART).
- 3Support measures (training, coaching) are listed.
- 4Review date is realistic and noted.
- 5Employee name, role, and manager details are correct.
- 6Both manager and employee have signed and dated the document.
- 7A copy is stored securely in the employee’s HR file.
How to file this form
- 1Draft the PIP using the employer’s template.
- 2Have HR review the draft for compliance.
- 3Schedule a meeting with the employee.
- 4Explain the plan and obtain the employee’s signature.
- 5File the signed PIP in the employee’s personnel record.
- 6Set a calendar reminder for the review date.
- 7Monitor progress and record any follow‑up actions.
Known limitations
- 1Not a legal filing with the Fair Work Ombudsman.
- 2Effectiveness depends on clear, measurable goals.
- 3Does not replace formal disciplinary procedures if performance does not improve.
- 4May need adaptation to suit specific modern awards or enterprise agreements.
Field map
Compact field-by-field guide
Applicant
1 items
Full name (and representative, if any), postal address, email, and phone number of the person or organisation lodging the application.
Respondent
1 items
The exact legal name and ABN of the employer or other party the application is made against.
The Matter
2 items
Identify the kind of matter — for example, unfair dismissal, general protections, or an agreement application.
A clear description of what happened, relevant dates, and the outcome you are seeking.
Dates
1 items
Relevant dates such as the date of dismissal or the date the issue arose — these determine whether you are within time.
Supporting
1 items
Any documents that support your application, such as letters, contracts, or notices.
Declaration
1 items
Sign and date the form. Applications may also require a fee or an application for a fee waiver.
Almost done reviewing the fields?
Fillable formOpen in Editor->Not confirmed in official source. The PIP template is not a statutory form but a best‑practice document used by many Australian employers.
What changed or needs a fresh check
- Check that the PIP template reflects current Fair Work guidelines.
- Confirm any new performance metrics introduced by the employer.
- Verify that the review period aligns with any enterprise agreement timeframes.
- Ensure the signature block includes date and employee acknowledgement.
Quick Facts
Downloads & source
Sources
- SRCForm name and agency inferred from request.
- SRCPurpose of PIP based on common HR practice in Australia.
- SRCSubmission method derived from typical workplace usage (not a government filing).
- SRCNot confirmed in official source for any statutory requirements.
Common confusion points
Mixing up a PIP with a disciplinary warning.
Setting goals that are too vague or subjective.
Forgetting to obtain the employee’s signature.
Not providing enough support or resources.
Missing the review date or failing to document outcomes.
Using the PIP without checking enterprise agreement requirements.
Source transparency
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