Can a PIP be signed electronically?

Yes. Electronic signatures are generally enforceable under the ESIGN Act (15 U.S.C. ch. 96, 2000) and state UETA laws, provided the record captures intent, consent, attribution, and retention.

Is notarization required?

Not for typical employment PIPs. Notarization is uncommon and unnecessary unless state law or a specific policy requires it for personnel records.

How long should a PIP last?

Common durations are 30, 60, or 90 days depending on role complexity. Choose a timeline that allows measurable demonstration of improvement.

What happens if objectives are missed?

If the employee fails to meet documented objectives, the employer may follow progressive discipline policies up to termination, provided consistent application and documentation.

Can a PIP be used to justify layoffs?

No. A PIP documents individual performance remediation; layoffs are based on business needs and should be handled under separation policy and applicable law.

How do I revoke or amend a PIP?

Amendments should be documented in writing and signed by both parties; revoke only with mutual written agreement retained in personnel records.

Electronic Signature
Templates
HR
Performance Improvement Plan Agreement

Performance Improvement Plan Agreement

This template is fully customizable. Edit the text, fill out the fields, and send it for signature. Give it a try!

PERFORMANCE IMPROVEMENT PLAN AGREEMENT

Employee Information

Full Legal Name Home Address

Phone

Email

Position Details

Job Title Department

Reporting Manager:

Employment Start Date:

Purpose of This Plan

This Performance Improvement Plan (PIP) is being established to address documented performance deficiencies, set clear expectations for improvement, and identify the support the Employer will provide. Participation in this PIP is intended to provide the Employee with a fair opportunity to achieve satisfactory performance consistent with job requirements.

Documented Performance Concerns

Summary of Performance Issues Examples / Incidents (dates & details)

Improvement Objectives & Success Criteria

Objective 1 Success Criteria for Objective 1 Objective 2 Success Criteria for Objective 2

Action Plan and Support

Actions Employee Must Take Employer Support / Resources

Reasonable Accommodations Employee has requested or will request accommodations If yes, describe:

Performance Timeline & Review Schedule

PIP Effective Date:

Planned Review Checkpoints (dates & focus)

Anticipated PIP Completion Date:

Consequences of Failure to Improve

Failure to meet the objectives and success criteria set forth in this plan may result in further disciplinary action up to and including termination of employment. All actions will be consistent with company policy and applicable law.

Additional Conditions or Notes

Legal Statements

At-Will Employment: Nothing in this PIP alters the at-will nature of employment. Either the Employer or the Employee may terminate the employment relationship at any time, for any lawful reason, except where modified by a separate written agreement signed by an authorized company representative.

Equal Employment Opportunity: The Employer administers this PIP in accordance with its policy of providing equal employment opportunity. This plan will not be applied in a manner that discriminates against protected characteristics.

Authorization & Employee Acknowledgment

I certify that I have reviewed and understand the contents of this Performance Improvement Plan Agreement. I understand the deficiencies noted above, the objectives I am required to meet, the support to be provided by the Employer, and the consequences of failing to meet the plan requirements.

Employee acknowledges receipt of this PIP and understands its contents

I authorize the Employer to contact prior employers, references, and to conduct employment-related background checks to the extent permitted by law: Consent to background/reference checks

Employment History (Most Recent)

Employer 1 - Company Name Title / Position Dates Employed Primary Responsibilities Reason for Leaving

Employment History (Previous)

Employer 2 - Company Name Title / Position Dates Employed Primary Responsibilities Reason for Leaving

Education

Highest Degree / Certification Institution Graduation / Completion Date

Professional References (3)

Reference 1 Reference 2 Reference 3

Employee Certification

I certify that the information I have provided in this document (where applicable) is true and complete to the best of my knowledge. I understand that providing false information may be grounds for disciplinary action up to and including termination.

I certify that the information provided is true and accurate

Employee Printed Name:

By:

Date:

Employer Representative Printed Name:

By:

Date:

What the Performance Improvement Plan Agreement Is

A Performance Improvement Plan Agreement (PIP Agreement) is a formal HR document that records specific performance deficiencies, sets measurable improvement objectives, and defines a timeline and support resources for an employee to meet employer expectations. The agreement identifies the parties, describes performance standards, documents prior coaching or warnings, and explains consequences if progress is insufficient. Employers use a PIP Agreement to create a clear, documented remediation path while preserving legal defensibility and fairness in disciplinary or separation decisions.

Why a Clear PIP Agreement Matters

A well-crafted PIP Agreement clarifies expectations, creates measurable checkpoints, and reduces legal risk by documenting notice, coaching, and opportunity to improve. For electronic execution, legal enforceability rests on ESIGN (15 U.S.C. ch. 96, 2000) and UETA (1999) standards, so include intent, consent, attribution, and retention controls.

Who Typically Prepares and Signs a PIP Agreement

Human resources, direct managers, and legal or compliance teams commonly prepare and approve PIP Agreements before presenting them to the employee.

Human resources and managers coordinating documentation and follow-up with the employee
Legal or compliance advisers reviewing wording for fairness and regulatory risk mitigation
Employees receiving clear objectives, resources, and written notice of consequences

Signatures from the employee and the approving manager complete the record; HR retains a copy for personnel files and future audits.

Typical Signatories and Their Roles

HR Manager

Provides the PIP template, documents prior coaching, ensures procedural fairness, and stores the signed agreement in the employee file for compliance and future reference.

Employee

Reviews and acknowledges the PIP, agrees to improvement objectives and schedule, and retains a copy; employee signature documents receipt and opportunity to respond.

Essential Components of a Professional PIP Agreement

A comprehensive PIP Agreement includes clear parties, measurable objectives, support measures, timelines, evaluation checkpoints, and signature blocks to document acknowledgment and next steps.

Parties

Identify employer, department, manager, and the employee with full legal names and job titles to avoid ambiguity in enforcement or record retrieval.

Performance Standards

State specific behaviors, metrics, or outputs expected. Use measurable indicators (e.g., sales targets, error rates, deadline compliance) and baseline data for comparison.

Improvement Objectives

List discrete, time-bound goals the employee must meet. Tie each objective to a measurable criterion and describe acceptable performance thresholds.

Support and Resources

Describe coaching, training, tools, or schedule adjustments offered by the employer and how those supports will be documented and evaluated.

Timeline & Reviews

Specify PIP duration, interim checkpoints, and final review. Common durations are 30, 60, or 90 days depending on role complexity and measurable indicators.

Signatures & Consequences

Include signature and date lines for the employee and manager, and clearly state consequences if objectives are not met, including potential termination or further discipline.

Required Legal and Security Elements

ESIGN/UETA: Compliance ensured

Audit Trail: Timestamps and IP

Encryption: TLS 1.2/1.3

Data at Rest: AES-256 encryption

HIPAA Consideration: BAA required

Access Controls: Role-based permissions

Step-by-Step: Drafting and Issuing a PIP Agreement

Follow a consistent sequence to prepare, review, deliver, and document the PIP while preserving the employee’s right to respond.

01

Gather evidence: Collect examples, metrics, and prior coaching records.
02

Draft objectives: Write measurable, time-bound improvement goals.
03

Review internally: Have HR and legal check for fairness.
04

Deliver and document: Present to employee and obtain signature.

How to Configure an Online PIP Workflow

Set up a digital template, automated reminders, and access rules so the PIP lifecycle is auditable and consistent across cases.

Field	Configuration
Template Library	Use a central PIP template for consistency.
Automated Reminders	Email reminders for interim reviews and final evaluation.
Conditional Fields	Show consequence text only after objectives are set.
Signer Authentication	Require email and optional SMS code for signers.

Where to Send and Store the Signed PIP

Decide routing and retention rules before issuing the agreement so each signature and copy is captured and archived.

Send to Employee: Deliver via secure eSignature link or in-person review.
Manager Acknowledgment: Manager signs to confirm coaching and expectations.
HR Copy: HR retains an archived signed copy in personnel records.
Document Retention: Store in compliance with retention policy.

Technical and Format Requirements for eExecution

Choose a platform that supports PDF and DOCX templates, audit trails, and role-based access to capture signatures securely.

File Formats: PDF and Word (DOCX) supported
Integrations: Salesforce, NetSuite, Google Workspace
Mobile Support: Desktop and mobile signing

Typical PIP Timeline and Key Dates

A clear timeline sets expectations for progress checks, midpoint reviews, and final outcomes; customize duration to the role and severity of deficiency.

Issue Date:

Date PIP is presented and acknowledged by employee.

Effective Start:

First day when improvement actions begin.

Checkpoint Reviews:

Weekly or biweekly check-ins to document progress.

Midpoint Review:

Formal interim evaluation to adjust supports if needed.

Final Review Date:

End of PIP when final determination is made.

Common Preparation Mistakes to Avoid

Vague objectives that lack measurable criteria make success impossible to determine and increase legal risk.
Failing to document prior coaching or warnings undermines the PIP’s legitimacy in disciplinary proceedings.
Applying different PIP standards across employees can create inconsistent treatment and discrimination exposure.
Missing timestamps, unsigned copies, or lost records removes critical evidence needed during appeals or litigation.

Risks and Consequences of an Improper PIP

Discrimination Claims: Claims if applied inconsistently

Wrongful Termination: Termination risk if process flawed

Procedural Defects: Missing documentation weakens defense

Regulatory Exposure: Industry audits may penalize poor records

Employee Retention Impact: Low morale and higher turnover

Reinstatement Risk: Court may order remedies

Realistic Use Cases for a PIP Agreement

These scenarios show how a PIP Agreement structures remediation and preserves documentation for fair performance management.

Small Business HR

A manager documents chronic missed deadlines and creates measurable weekly deliverables

Manager provides coaching and access to time-management training
Signed PIP clarifies expectations, reduces misunderstandings, and provides written evidence if termination is later required.

Large Enterprise HR

A regional leader identifies quality metrics below target across multiple projects

HR implements a 60-day PIP with biweekly checkpoints and training resources
Centralized records in the HR system enable audit trails and consistent follow-up across the enterprise.

eSignature Pricing and Feature Comparison

Select an eSignature provider that meets security and compliance needs; the table below compares starting prices and common enterprise features across major vendors.

	signNow	DocuSign	Adobe Sign	PandaDoc	HelloSign
Starting Price	$8/user/mo	$15/user/mo	$14/user/mo	$19/user/mo	$15/user/mo
Free Trial	7-day free trial	Varies by plan	Varies by plan	Varies by plan	Varies by plan
Bulk Send	Yes	Yes	Yes	Yes	No
Audit Trail	Yes	Yes	Yes	Yes	Yes
HIPAA Compliant	Yes	Yes	Yes	No	No
Envelope Cap	No cap	100 envelopes/user/year	Varies by plan	Varies by plan	Varies by plan

FAQs — Common Questions About PIP Agreements

Answers to frequently asked questions about preparation, eSigning, timelines, and legal safeguards for PIP Agreements.

Need help? Contact support

Can a PIP be signed electronically?
Yes. Electronic signatures are generally enforceable under the ESIGN Act (15 U.S.C. ch. 96, 2000) and state UETA laws, provided the record captures intent, consent, attribution, and retention.
Is notarization required?
Not for typical employment PIPs. Notarization is uncommon and unnecessary unless state law or a specific policy requires it for personnel records.
How long should a PIP last?
Common durations are 30, 60, or 90 days depending on role complexity. Choose a timeline that allows measurable demonstration of improvement.
What happens if objectives are missed?
If the employee fails to meet documented objectives, the employer may follow progressive discipline policies up to termination, provided consistent application and documentation.
Can a PIP be used to justify layoffs?
No. A PIP documents individual performance remediation; layoffs are based on business needs and should be handled under separation policy and applicable law.
How do I revoke or amend a PIP?
Amendments should be documented in writing and signed by both parties; revoke only with mutual written agreement retained in personnel records.

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