Performance improvement plan (PIP)

You should have informal discussions with the employee about their performance before you introduce a performance improvement plan (PIP). Discuss and address any personal circumstances affecting performance. Allow the employee some time to improve their performance before moving to the more formal PIP process.

Use the PIP checklist (DOCX, 128.7 KB) for help.

See Positive management practices for more.

Employees who are subject to a PIP should be offered support options appropriate to their circumstances, including allowing the employee to bring a support person to accompany them to discussions advising of the intention to implement a PIP and for the duration of the plan. A support person could be a co-worker, family member, friend, industrial representative of a union, cultural support person or lawyer.

Employees must actively participate. They must agree to regularly meet with their manager to review their progress.

If they believe their agency has not adhered to the Positive performance management directive, and or followed the steps outlined in their agency's positive performance management policy, they can appeal the PIP under section 131(b) of the Public Sector Act 2022.

If, at the end of the PIP, the employee is able to achieve and maintain the required standard of work, they can progress to a Performance and development agreement (PDA). If they cannot achieve and maintain the required standard of work, their manager can consider extending the PIP or proceed to disciplinary action.

You should normally set your employee’s PIP for 12 weeks. If the employee achieves and sustains their goals quicker, you may choose to end the PIP earlier. If the employee needs formal training that extends beyond 12 weeks, you might need to set a longer timeframe.

You can extend an initial PIP period if the employee has met none or some but not all of their goals, or has shown progress towards their goals but not quite met them within the initial timeframe. You may also consider extending a PIP if the employee has been absent (for example, due to illness, Sorry business, or religious holidays).

You must clearly communicate why you are extending the initial PIP period and the new end date.

You must take prompt and appropriate action to address unacceptable employee work performance under the Public Sector Act 2022.

You must arrange to meet with your employee regularly (usually weekly or fortnightly) to review their progress against the PIP requirements. Provide feedback on whether the employee has met or not met each requirement. Feedback should be specific with examples and evidence.

Where the employee has not met a requirement, consider the reasons and whether you could provide any additional support or training to help.

You must take notes and provide a copy to your employee outlining what you reviewed and the outcomes.

At the end of the PIP, if the employee is able to achieve and maintain the required standard of work, advise them and move them to a Performance and development agreement (PDA). If they cannot achieve and maintain the required standard of work, consider if you should extend the PIP or move to disciplinary action.

If an employee is not meeting performance requirements (or, in some situations, if an employee’s poor personal conduct is not consistent with policies, expectations or an applicable code of conduct), you must undertake a PIP to help them. If they cannot achieve and maintain the required standard of work or personal conduct after completing their PIP, you can consider disciplinary action.

If you do not complete a PIP, you can only consider disciplinary action in circumstances of unacceptable conduct or performance (e.g. bullying, sexual harassment).

See the Discipline directive for more.