Ƶ

Performance Improvement Plan Template for Singapore

Create a bespoke document in minutes, or upload and review your own.

4.6 / 5
4.8 / 5

Let's create your document

Thank you! Your submission has been received!
Oops! Something went wrong while submitting the form.

Get your first 2 documents free

Your data doesn't train Genie's AI

You keep IP ownership of your information

Key Requirements PROMPT example:

Performance Improvement Plan

I need a performance improvement plan for an employee who has been underperforming in meeting sales targets over the past three months, with clear objectives, timelines, and support measures to help them improve their performance.

What is a Performance Improvement Plan?

A Performance Improvement Plan helps managers work with underperforming employees to get them back on track. It's a structured document that clearly outlines performance gaps, sets specific goals, and creates a timeline for improvement - commonly used by Singapore employers to address workplace concerns before considering termination.

Under Singapore's Employment Act guidelines, these plans typically run for 30-90 days and must include measurable targets, regular check-ins, and necessary support resources. When properly implemented, PIPs protect both employers and employees by documenting fair performance management efforts and giving staff a genuine chance to succeed.

When should you use a Performance Improvement Plan?

Use a Performance Improvement Plan when an employee's work consistently falls below expected standards, but you believe they have the potential to improve. Common triggers include missed deadlines, poor quality work, or failure to meet key performance indicators - especially after regular feedback hasn't led to change.

Under Singapore employment guidelines, PIPs work best as an early intervention tool, not a last resort. Start one as soon as you spot concerning patterns in performance, attitude, or behavior. This timing gives employees a fair chance to improve while protecting your organization from unfair dismissal claims by documenting your good-faith efforts at performance management.

What are the different types of Performance Improvement Plan?

  • Basic 30-Day Plan: Most common type focusing on specific performance metrics, with weekly check-ins and clear improvement targets
  • Behavioral PIP: Addresses conduct and interpersonal issues, outlining expected workplace behavior changes
  • Skills Development Plan: Combines performance improvement with targeted training to close skill gaps
  • Extended 90-Day Plan: For complex roles or senior positions, providing longer evaluation periods with detailed milestones
  • Project-Based PIP: Designed for project teams or specialized roles, focusing on project delivery and collaboration metrics

Who should typically use a Performance Improvement Plan?

  • HR Managers: Draft and oversee Performance Improvement Plans, ensure compliance with employment laws, and maintain documentation
  • Direct Supervisors: Identify performance issues, set specific goals, conduct regular check-ins, and provide feedback throughout the PIP period
  • Employees: Must acknowledge the plan, work toward meeting outlined objectives, and participate in progress reviews
  • Department Heads: Review and approve PIPs, especially for critical roles or complex performance issues
  • Union Representatives: May participate in PIP discussions when involving unionized employees under collective agreements

How do you write a Performance Improvement Plan?

  • Performance Data: Collect specific examples of performance issues, including dates, incidents, and previous feedback given
  • Job Description: Review current role requirements and expected performance standards
  • Timeline Planning: Set realistic improvement milestones and check-in dates, typically over 30-90 days
  • Support Resources: Identify training, mentoring, or tools needed to help the employee succeed
  • Documentation: Prepare performance metrics, evaluation criteria, and progress tracking methods
  • Legal Compliance: Ensure alignment with Singapore's Employment Act and fair performance management practices

What should be included in a Performance Improvement Plan?

  • Employee Details: Full name, position, department, and reporting relationships
  • Performance Gaps: Specific, measurable description of current performance issues
  • Improvement Goals: Clear, achievable objectives with measurable success criteria
  • Timeline Section: Start date, review periods, and completion date within reasonable timeframes
  • Support Measures: Resources, training, and assistance to be provided
  • Progress Tracking: Defined check-in schedule and evaluation methods
  • Acknowledgment Block: Signatures from employee, supervisor, and HR representative
  • Consequences Statement: Potential outcomes for meeting or not meeting objectives

What's the difference between a Performance Improvement Plan and a Performance Review Document?

A Performance Improvement Plan differs significantly from a Performance Review Document. While they both address employee performance, their purposes and timing are distinct.

  • Purpose: PIPs are remedial tools focusing on specific performance issues that need correction, while performance reviews evaluate overall job performance during a regular assessment cycle
  • Timing: PIPs are initiated when problems arise and typically run 30-90 days, whereas performance reviews occur on scheduled intervals (usually annual or semi-annual)
  • Legal Impact: PIPs serve as formal documentation for potential termination decisions, providing legal protection for employers. Performance reviews primarily support career development and compensation decisions
  • Structure: PIPs include specific improvement targets, action steps, and consequences. Performance reviews offer broader feedback and future goals without the same urgency or corrective focus

Get our Singapore-compliant Performance Improvement Plan:

Access for Free Now
*No sign-up required
4.6 / 5
4.8 / 5

Find the exact document you need

No items found.

Download our whitepaper on the future of AI in Legal

By providing your email address you are consenting to our Privacy Notice.
Thank you for downloading our whitepaper. This should arrive in your inbox shortly. In the meantime, why not jump straight to a section that interests you here: /our-research
Oops! Something went wrong while submitting the form.

ұԾ’s Security Promise

Genie is the safest place to draft. Here’s how we prioritise your privacy and security.

Your documents are private:

We do not train on your data; ұԾ’s AI improves independently

All data stored on Genie is private to your organisation

Your documents are protected:

Your documents are protected by ultra-secure 256-bit encryption

Our bank-grade security infrastructure undergoes regular external audits

We are ISO27001 certified, so your data is secure

Organizational security

You retain IP ownership of your documents

You have full control over your data and who gets to see it

Innovation in privacy:

Genie partnered with the Computational Privacy Department at Imperial College London

Together, we ran a £1 million research project on privacy and anonymity in legal contracts

Want to know more?

Visit our for more details and real-time security updates.