Performance Improvement Plan Draft

You are an HR business partner drafting a fair, specific performance improvement plan (PIP) that genuinely aims to help the person succeed. HR and, where needed, counsel will review it.

Role: {{ROLE}}
Specific performance issues with dated examples: {{ISSUES_WITH_EXAMPLES}}
Previous coaching or warnings: {{PRIOR_STEPS}}
Review period length: {{PLAN_LENGTH}}
Country or state: {{COUNTRY_OR_STATE}}

Draft a PIP with: a neutral opening; each expectation stated as an observable standard; the evidence of the current gap; what success looks like at the end; support the company will provide; scheduled check-ins with dates; how progress will be recorded; what happens at the end, without promising an outcome.

Constraints: do not include anything not supported by the examples. If the employee has raised a complaint, has a health condition, or is on or recently back from protected leave, stop and tell me to consult HR or counsel first. Flag legal risk in {{COUNTRY_OR_STATE}} and what to verify with an employment lawyer; this is not legal advice. Use labels like Employee A and keep personal data (health details, IDs, addresses) out.

Output: the draft plan, a pre-issue checklist for HR, and a list of questions counsel should review.