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Someone isn't doing the job. Write the plan.

Describe the problem with real examples, say what has to change and how you will measure it, and what help you will give. You get a dated plan with check-ins and a sign-off page you can print, save as a PDF or paste into an email. No account, and nothing you type leaves your browser.

What needs to change

Performance improvement plan

Plan details

Employee: ____________________

Role: ____________________

Manager: ____________________

Plan length: 60 days

Starts: ________ Ends: ________

The concern

Describe what is happening in one or two sentences — the behaviour or result, not the person.

Specific examples (date, what happened, the effect):

1. ____________________________________________________________

2. ____________________________________________________________

What needs to change

1. Expectation: ______________________________________________

How we will measure it: ___________________________________

By: ________

Support the manager will provide

1. ____________________________________________________________

Check-ins

Every 14 days, with a final review at day 60. Add a start date to list them.

Possible outcomes

Met: the expectations are met and the plan closes.

Extended: clear progress but not yet met; a new end date is set in writing.

Not met: the next step is decided and explained to the employee.

Acknowledgement

Manager signature and date: ______________________________

Employee signature and date: ______________________________

The employee's signature means they received and discussed this plan, not that they agree with it.

Employee comments (optional): ____________________________

This template is a starting point for a conversation and a dated record, not legal advice. Employment rules differ by state and country; if you are considering ending someone's employment, check with an employment lawyer or your state labor department first.

Before you hand it over

  1. Make sure the concern has been raised before, in a 1:1, so the plan is not the first they hear of it.
  2. Read every expectation aloud and ask, “How would you know you had done this?”
  3. Put the check-in dates in both calendars before the meeting ends.
  4. After each check-in, write two lines on what you saw. That is the record.

In LVL Up a plan is shared with the employee, who acknowledges reading it; each check-in is dated, and the plan closes as met, not met or cancelled. It writes no warning or termination letter and gives no legal advice.

Read next

Common questions

Is anything I type saved or sent to LVL Up?

No. The plan is built in your browser and is gone when you close the tab. Printing, copying and downloading all happen on your device.

How long should a performance improvement plan be?

Long enough for the change to show up in the work. 30 days suits a single, clear behaviour; 60 or 90 days suits results that take weeks to measure. The builder lists a check-in date every one or two weeks and a final review on the last day.

What makes an expectation measurable?

Someone else could look at the work and agree whether it happened: “every intake form complete before the patient is seen, checked in the Friday audit” rather than “be more careful”.

Does a plan like this protect me if I end someone's employment?

No document guarantees that. A plan with specific examples, clear expectations, the support you offered and dated check-ins is a fair process and a record of it. Rules differ by state and country, so speak to an employment lawyer or your state labor department before ending anyone's employment.

This template is a starting point for a conversation and a dated record, not legal advice. Employment rules differ by state and country; if you are considering ending someone's employment, check with an employment lawyer or your state labor department first.