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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.

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.

• 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

• 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

• 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

• 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

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