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A Performance Improvement Plan helps managers work with employees who aren't meeting job expectations. It's a structured document that clearly outlines performance gaps, sets specific goals, and creates a timeline for improvement - all while following Canadian employment standards and workplace fairness guidelines.

The plan typically runs for 30 to 90 days and includes regular check-ins, measurable targets, and needed resources or training. While it aims to help employees succeed, it also creates a clear record of the support provided, which can be important if termination becomes necessary under Canadian labour laws. Many Canadian employers use these plans as part of their progressive discipline process.

Use a Performance Improvement Plan when an employee's work consistently falls below expected standards but shows potential for improvement. Common triggers include missed deadlines, poor quality work, or failure to meet sales targets - especially after informal coaching hasn't solved the issue.

The timing matters: start the plan early enough to give meaningful support, but don't wait until problems become severe. Canadian employment laws emphasize fair treatment, so document performance concerns and improvement efforts before considering termination. This structured approach protects both the organization and employee while creating a clear path toward success or a legally defensible exit process.

• Short-term Plans (30 days): Focus on specific skill gaps or single performance issues, with weekly check-ins and clear metrics
• Extended Plans (60-90 days): Address complex behavioral changes or multiple performance areas, featuring monthly milestones
• Sales Performance Plans: Tailored to revenue targets, client relationships, and market-specific goals
• Leadership PIPs: Designed for management roles, emphasizing team dynamics and strategic objectives
• Remote Work Plans: Modified Performance Improvement Plans with virtual check-ins and digital tracking tools

• HR Managers: Draft and oversee Performance Improvement Plans, ensure compliance with Canadian labour standards, and maintain documentation
• Direct Supervisors: Identify performance issues, set specific goals, conduct regular check-ins, and provide feedback throughout the process
• Employees: Participate in developing improvement goals, follow action items, and work toward meeting established benchmarks
• Union Representatives: Review plans for unionized employees, ensure fairness, and protect worker rights under collective agreements
• Legal Advisors: Guide organizations on compliance with employment laws and help structure legally defensible improvement processes

• Document Performance Issues: Collect specific examples of performance gaps, including dates, incidents, and previous feedback given
• Set Clear Goals: Define measurable objectives aligned with job description and company standards
• Timeline Planning: Create realistic deadlines for improvement milestones, typically 30-90 days
• Support Resources: List available training, mentoring, or tools to help employee succeed
• Compliance Check: Review provincial employment standards and company policies to ensure plan meets legal requirements
• Documentation Format: Use our platform's automated template to generate a legally sound Performance Improvement Plan that includes all required elements

• Employee Information: Full name, position, department, and reporting relationships
• Performance Gaps: Specific, documented examples of underperformance with dates and impacts
• Improvement Goals: Clear, measurable objectives aligned with job requirements and company standards
• Timeline Section: Start date, review periods, and completion date (typically 30-90 days)
• Support Details: Resources, training, and assistance being provided
• Consequences Statement: Clear outline of what happens if goals aren't met
• Signature Block: Employee, supervisor, and HR representative acknowledgments with dates
• Legal Compliance: References to relevant workplace policies and provincial employment standards

A Performance Improvement Plan differs significantly from a Performance Review Document in several key ways, though both relate to employee performance management. Understanding these differences helps managers choose the right tool for their situation.

• Purpose: Performance Reviews evaluate overall job performance and achievements regularly, while PIPs specifically address performance deficiencies that need immediate correction
• Timeline: Reviews typically happen annually or semi-annually on a fixed schedule, while PIPs are implemented as needed and run for a specific duration (usually 30-90 days)
• Legal Implications: PIPs often serve as documentation for potential termination decisions, making them more formal and detailed in tracking specific improvements
• Outcome Focus: Reviews generally lead to compensation decisions and career development plans, while PIPs focus on specific performance improvements with clear consequences for non-compliance