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pip-writer

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Write a Performance Improvement Plan a manager can defend and an employee can actually act on — specific concerns, measurable goals, real support, and an honest timeline. Use when asked to write a PIP, put someone on a performance plan, document underperformance, or build a formal improvement plan. Produces the concern statement, the measurable goals with success criteria, the support plan, the check-in cadence, and the consequences — HR/legal-ready. Complements pip-responder (the employee's side).

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Nov 10, 2026
License
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# PIP Writer

A Performance Improvement Plan fails when it's vague ("improve communication"), unfair (goals no one could hit), or a paper trail dressed as help. This writes the version that is genuinely fair *and* defensible: concrete concerns tied to examples, goals with measurable success criteria, the support the company will provide, and honest stakes — so the outcome is either a real turnaround or a decision no one can call arbitrary.

> Not legal advice. Employment law varies by jurisdiction and contract — have HR/counsel review before delivery.

## What This Skill Produces

- **The concern statement** — what's below bar, tied to specific, dated examples (not personality)
- **The goals** — 2–4, each with a measurable success criterion and how it's evidenced
- **The support plan** — what the manager/company will do (coaching, resources, time)
- **The cadence** — check-in schedule and what each reviews
- **The stakes & timeline** — the plan length, the review points, and the honest consequence of not meeting bar
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