A performance improvement plan, often called a PIP, is a structured period in which standards, targets, support and review dates are set out. The fairness of the plan depends on the wording, evidence and way progress is measured.
On this page
Return to the Civil Service Performance Management Help hub to find guidance for every stage of the process.
What is a performance improvement plan?
A Civil Service PIP is a formal or informal plan used when a manager says that work is below the required standard. The plan should define what improvement is required, how it will be measured, what support will be provided and when progress will be reviewed.
Ask whether the PIP is informal or formal and which policy applies. The same document can have very different consequences depending on the stage. A formal plan may lead to a warning or further capability action if the required standard is not met.
What should a PIP include?
- The specific performance concerns and examples relied on.
- The required standard for each area of work.
- Clear objectives that can be measured.
- A realistic timeframe and defined review dates.
- The evidence or data that will be used to judge progress.
- Training, coaching, resources or other support.
- Any workload, priority or dependency assumptions.
- Relevant reasonable adjustments or Occupational Health recommendations.
- What happens if the standard is met and what may happen if it is not met.
- Who will conduct reviews and make any formal decision.
A target needs more than a number
A numerical target can still be unclear where the case mix, quality threshold, data source, exclusions, dependencies or measurement period have not been defined.
Typical review process
Progress is normally reviewed at set points. The manager may consider completed work, quality data, feedback, deadlines and whether the agreed actions were followed. You should receive a clear record of each review and know whether the plan remains on track, needs support or may escalate.
If the required standard is met, the process should usually end or step down in line with the policy. If management says the standard has not been met, check which target was missed, how it was measured, what support was delivered and what formal stage may follow.
Members can unlock the full PIP strategy, including a target-by-target fairness audit, a weekly evidence routine, ways to challenge moving or unrealistic expectations, model wording for support and review disputes, and the documents to preserve before any warning decision.
Join our careers service to read more...
If everyone knew the best tricks and tips then they would no longer work! That is why the best guidance is for members only.
Subscribe to open the locked section on this page and get access to the full Civil Service Careers premium library.
Get help with applications, interviews, behaviours, personal statements, CVs, tests, workplace problems, promotions, and career decisions, all written for people who want a better result.
Already subscribed? Log in