A Performance Improvement Plan (PIP) is a structured, time-bound process designed to help an employee address performance gaps and meet role expectations. It is typically created collaboratively between a manager and employee and outlines specific areas for improvement, clear success criteria, support resources, and timelines.
In this article you will learn...
- How PIPs work
- Roles and visibility
- How to create a PIP
- Create a PIP from the Talent Matrix or Org Chart
- What happens when you publish
Access and availability
⛔️ Required access to Growth Studio.
👥 This article is relevant to HR admins and Account admins.
📦 This feature is available in the Perform and Total Platform pricing packages.
How PIPs work
- Choose an employee and set up the PIP: Select the employee and configure key settings such as start and end dates, PIP reason (visible to HR and manager only), and manager edit access for the draft.
- Build and customize the PIP: Add and edit sections, including content like text blocks, 15Five review data, action items with due dates, and links or attachments. Configure section visibility so HR sees everything, while manager and employee access is set per section.
- Publish and acknowledge the plan: Once published and the start date begins, the employee receives a required acknowledgment prompt and can review and digitally sign the PIP. Any updates or extensions require re-acknowledgment.
- Manage updates and track changes: If HR edits an active PIP, the plan enters a paused state where the employee has view-only access. All actions are recorded in a full audit log with timestamps and actors.
Roles and visibility
Roles
| Role | Description |
|---|---|
| HR Admin | Owns the PIP process end-to-end. Can create, configure, edit, and publish PIPs — only HR can publish a plan. Has full visibility into all sections at all times, controls section visibility, can pause an active PIP during edits, and can access the full audit log. Can also download the PIP as a PDF in HR, Manager, or Employee view. |
| Employee | Can contribute to PIPs by drafting, editing (if permitted by HR), and monitoring progress. Visibility is limited to sections shared with them. Managers cannot publish PIPs and must receive final approval from HR before the plan can proceed. |
| Manager | The individual on a PIP. Has no access to the plan until the start date is reached. Once active, can view shared sections, acknowledge the plan, and digitally sign it. Any updates or extensions require re-acknowledgment. During HR edits, the employee has view-only access while the plan is in a Paused state. |
Visibility
Visibility in a PIP is controlled at the section level. HR / Admins always have full visibility into the entire plan, while manager and employee access is configurable per section.
Employees cannot access the PIP until the start date. Once active, they can view shared sections and are required to acknowledge and sign the plan. If HR edits an active PIP, the plan enters a Paused state and the employee becomes view-only until updates are complete.
All actions are recorded in a full audit log with timestamps and actors to ensure accountability and compliance.
How to create a PIP
- Click "Growth Studio" in 15Five's main, left-hand navigation, then select "Plans".
- Click "Performance Improvement Plan."
- Click "Draft PIP."
- Select the employee the plan is for
- Choose whether to allow the employee’s manager to view and contribute to the draft by checking “Let manager view this draft.” Managers can help draft and monitor the plan, but final approval and publishing must be completed by HR.
- Click "Create draft".
- Build the PIP structure by adding, editing, or deleting sections. For each section, enter a title and description, then add content such as text, action items, 15Five data (including objectives, performance ratings, and performance review questions), or uploaded documents up to 10 MB.
Configure notifications for the PIP. The following system notifications are included:
- Invite – Notifies managers and collaborators when the plan is shared.
- Acknowledgment – Notifies the employee when the plan is published.
- Reminders – Sends reminders to managers and employees a set number of days before any due date. This is optional, unchecked by default, and can be enabled and customized.
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Configure "Settings" for the PIP.
Employee Acknowledgment – This section contains the acknowledgment text that appears on every Performance Improvement Plan. It sets clear expectations and agreements between the employee and manager.
Acknowledgment text – Review (and edit, if applicable) the text that the employee will see when they are prompted to acknowledge and digitally sign the PIP.
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Complete the PIP creation by choosing one of the following actions:
Done – Saves the draft and takes you to the PIP view.
Submit for review – Sends the draft to the employee’s manager for review and input.
Schedule PIP – Finalizes the process. The employee will not have access to or be notified about the PIP until it is published and the start date is reached.
Create a PIP from the Talent Matrix or Org Chart
- Click "Growth Studio" in 15Five's main, left-hand navigation, then select "Explore".
- Click on an employee avatar in the Talent Matrix or Org Chart.
- Select "Draft PIP".
- Follow the same steps above to configure and publish the plan.
What happens when you publish
- The employee is notified and can view the plan in their "My Plans" view
- Expectations, milestones, and dates are locked
- The employee is prompted to acknowledge the plan
- The audit log begins recording all activity