A Performance Improvement Plan is one of the most important and most misused tools in HR. When done right, it gives an employee a genuine opportunity to improve and gives the company clear documentation if termination ultimately becomes necessary. This template includes a full Manager Guide (so managers know how to use a PIP effectively) and the actual employee PIP form, with structured goal blocks, a biweekly check-in log, and a final review section.

What's Included:

•       Part 1- Manager Guide: when to use a PIP, when not to, how to run it, and what the three possible outcomes look like

•       Part 2- Employee PIP Form: complete fillable document

•       Employee information block and prior feedback log table

•       Three structured performance goal blocks with goal description, success measurement criteria, manager support, and target date

•       Consequences section with a clear callout box

•       Biweekly check-in log table with progress rating options (On Track / Needs Improvement / Not Meeting Expectations)

•       Final review section with four outcome options

•       Three-party signature block (employee, manager, HR)

•       Editable Word (.docx) + polished PDF

This template is right for you if:

•       You need to put an employee on a formal improvement plan but have never done it before

•       You want a PIP that is genuinely structured for improvement, not just termination paperwork

•       You want documentation that is defensible if a termination decision is later challenged

•       You are a manager who needs guidance on how to run a PIP effectively

“I had no experience in HR or writing performance improvement plans, but this template set me up for success. It gave me a clear, step-by-step guide and the language I needed to turn a difficult conversation with an employee into a practical improvement plan."

— Larry L., Director | 8-person nonprofit

Delivered as an editable Word document (.docx) and a polished PDF, both included in a single download. All fields are clearly marked with [bracketed placeholders] for easy customization.

Created by a SHRM-SCP certified HR executive with 15+ years of experience in global organizations. Designed for US-based employers. Please review with your HR or legal counsel before distributing to employees.

The first 90 days of employment set the tone for everything that follows. A disorganized onboarding experience leads to confusion, slower ramp-up, and higher early turnover. This comprehensive template gives you a complete onboarding system: pre-arrival tasks, Day 1 and Week 1 checklists, and a 30/60/90 day milestone plan, all in one organized, assignable document that keeps HR, managers, and IT aligned.

What's Included:

•       Part 1- New hire information capture form

•       Part 2- Pre-arrival checklist: paperwork and compliance, technology and equipment, workspace and logistics (with task owner and notes columns)

•       Part 3- First Day checklist: 11 structured tasks covering welcome, orientation, technology, policy acknowledgments, and end-of-day check-in

•       Part 3- First Week checklist: 10 tasks covering role expectations, training, introductions, and manager check-in

•       Part 4- 30/60/90 Day milestone table with goals and success criteria for each milestone

•       Documented 30, 60, and 90-day manager check-in sections with outcome options

•       Part 5- Onboarding completion sign-off block (employee, manager, HR)

•       Editable Word (.docx) + polished PDF

This template is right for you if:

•       You are hiring your first employee or first few employees and need a structured process

•       Your onboarding has been inconsistent and new hires often feel lost in their first weeks

•       You want to reduce early turnover by creating a better first impression

•       You need an assignable checklist that makes it clear who owns each onboarding task

Delivered as an editable Word document (.docx) and a polished PDF, both included in a single download. All fields are clearly marked with [bracketed placeholders] for easy customization.

Created by a SHRM-SCP certified HR executive with 15+ years of experience in global organizations. Designed for US-based employers. Please review with your HR or legal counsel before distributing to employees.

Termination is the highest risk action in HR. Executed poorly and it creates legal exposure, reputational damage, and operational disruption. This two-part template gives you both the written Separation Policy (covering all separation types, final pay, COBRA, property return, and more) and the operational Termination Checklist (a step-by-step guide for every separation from pre-approval through post-termination administration). This is the template you reach for when it matters most.

What's Included:

•       Part 1- Separation Policy: covers voluntary resignation, retirement, involuntary termination, layoff/RIF, and end of contract

•       Final pay guidance with state law variation callout box

•       COBRA, benefits continuation, and retirement plan sections

•       Confidentiality obligations and post-employment restrictions

•       References and employment verification policy

•       Separation agreements and OWBPA protections for employees over 40

•       Part 2- Termination Checklist: pre-termination approval and documentation tasks

•       Six-step termination meeting guide with sample language

•       Final pay breakdown table

•       Post-termination property, access, payroll, benefits, and administrative checklists

•       Company property return log with checkboxes

•       Three-party separation sign-off block

•       Editable Word (.docx) + polished PDF

This template is right for you if:

•       You have never terminated an employee and want to make sure you do it right

•       You have had a termination go poorly and want a documented process going forward

•       You want protection against wrongful termination claims through consistent documentation

•       You need a complete separation policy to include in your Employee Handbook

Delivered as an editable Word document (.docx) and a polished PDF, both included in a single download. All fields are clearly marked with [bracketed placeholders] for easy customization.

Created by a SHRM-SCP certified HR executive with 15+ years of experience in global organizations. Designed for US-based employers. Please review with your HR or legal counsel before distributing to employees.

Managing people is the hardest part of running a business, and most managers are doing it without any formal tools or training. This bundle gives first-time and experienced managers a practical toolkit for the three situations that derail most people leaders: performance conversations, disciplinary action, and remote work expectations. Three documents, one purchase, designed to make managers more confident and consistent.

What's Included:

•       Performance Improvement Plan (PIP) Template ($35 value) with Manager Guide and full employee form

•       Progressive Discipline Policy Template ($35 value): step-by-step framework for conduct and performance issues

•       PTO & Attendance Policy Template ($35 value): attendance expectations, No Call/No Show procedures, and leave overview

•       All three documents delivered as editable Word (.docx) files and polished PDFs

•       Total value: $105. Bundle price: $99

This template is right for you if:

•       You are a first-time manager who needs practical, structured tools for people management

•       You are a business owner whose managers are inconsistent in how they handle performance and conduct

•       You need to put someone on a PIP and want the full framework, not just the form

•       You want your managers equipped with the same tools that senior HR professionals use

Delivered as an editable Word document (.docx) and a polished PDF, both included in a single download. All fields are clearly marked with [bracketed placeholders] for easy customization.

Created by a SHRM-SCP certified HR executive with 15+ years of experience in global organizations. Designed for US-based employers. Please review with your HR or legal counsel before distributing to employees.