Performance Improvement Plans (PIPs) & Growth

01

What a PIP needs to work

A performance improvement plan is useful only if the employee knows exactly what has to change, by when, and how it will be judged. It also needs a written record, because the outcome may be a confirmation, an extension or an exit. The module gives both sides that structure over 30, 60 or 90 days.

02

How it works in HRMagix

Each plan is built around milestone checkpoints with measurable criteria for improvement. A confidential journal shared between manager and employee holds objective notes and coaching logs as the plan runs, rather than reconstructing them at the end.

Timelines escalate automatically if a checkpoint passes without review, and the plan closes with an outcome status that is signed off.

03

Who uses it

• Managers set milestones, hold the check-ins and log coaching notes.
• Employees see the plan, the criteria and the record of each review.
• HR oversees fairness and consistency across plans and approves the outcome.

04

What to decide when setting it up

• Standard plan lengths, and when each is used.
• What evidence must exist before a PIP is opened.
• Who signs off the outcome and who is escalated to when a checkpoint is missed.
• Who can read the journal beyond the manager and employee.