Draft a performance improvement plan that holds up
This page lists three turns, the messages you send to the AI one after another in the same chat, and then a check of the answer. Keep it open next to your chat. Each turn shows the next thing to paste, with the values you entered already filled in. Nothing is sent from this page, and your conversation stays in the AI tool you are using.
Name or initials, title, tenure, and manager.
Each issue with dates, examples, the standard missed, and when it was previously raised.
What success looks like and how each goal will be measured.
How long the employee has. Under 30 days reads as pretextual; over 90 dilutes accountability.
Where the employee works, plus any handbook procedure or bargaining-agreement step the company must follow.
Leave, complaint, accommodation request, charge, or anything else that makes the timing sensitive.
Watch for these throughout
A PIP delivered soon after leave, a complaint, or an accommodation request needs contemporaneous documentation that the performance issues came first. Confirm the document exists and is dated before the memo goes out.
Concerns the employee has never heard are the easiest thing for a plaintiff to attack. If prior feedback is not in the file, cut the concern or document it honestly as new.
Goals that depend on someone else's performance, on territory changes, or on a broken system are read as set up to fail. Check every goal for factors outside the employee's control.
Weekly check-ins have to actually happen and be written down. A plan with three of eight documented check-ins undermines the termination it was built to support.
If the plan ends in termination, the outcome memo must tie the failure to the original goals as written. Vague closeouts create more exposure than no plan at all.