Performance Improvement Plan

{
  "$schema": "https://openpresentation.org/schema/opf-narrative/v1",
  "id": "performance-improvement-plan",
  "name": "Performance Improvement Plan",
  "summary": "Structured PIP arc that helps a struggling employee see expectations clearly, understand the gap, and walk into a credible improvement path. Designed to be respectful, specific, and outcome-focused — not punitive.",
  "audienceFit": [
    "employee",
    "manager",
    "hr-partner"
  ],
  "durationRange": {
    "minMinutes": 30,
    "maxMinutes": 60
  },
  "tags": [
    "workforce",
    "hr",
    "performance",
    "manager"
  ],
  "beats": [
    {
      "id": "introduction",
      "name": "Introduction",
      "description": "Begin respectfully and set a constructive tone. Be clear about what this conversation is and isn't. The opening shouldn't catastrophize or sugarcoat — clarity is kinder than either.",
      "instructions": "Begin respectfully and positively",
      "slideType": "text",
      "layoutHint": "text-1x-left"
    },
    {
      "id": "set-expectations",
      "name": "Set Expectations",
      "description": "Detail the level of performance expected in the role. Specific behaviors, deliverables, and standards. Expectations the employee can't quote back are expectations they can't meet.",
      "instructions": "Detail desired performance",
      "slideType": "text",
      "layoutHint": "text-1x-left"
    },
    {
      "id": "identify-problems",
      "name": "Identify Problems",
      "description": "Name the gap between expected and observed performance. Use specific examples and dates rather than impressions. Avoid characterizing the person; focus on the work product and the impact.",
      "instructions": "Highlight struggles and weaknesses",
      "slideType": "text",
      "layoutHint": "text-1x-left"
    },
    {
      "id": "possible-solutions",
      "name": "Possible Solutions",
      "description": "Suggest improvement strategies tailored to the gaps named above. Behavior changes, structural changes, support structures. Frame them as paths the employee can choose, not orders to follow.",
      "instructions": "Suggest improvement strategies",
      "slideType": "text",
      "layoutHint": "text-1x-left"
    },
    {
      "id": "offer-resources",
      "name": "Offer Resources",
      "description": "Make explicit what tools, coaching, training, or peer support is available. Resources demonstrate that the organization is investing in the outcome, not setting the employee up to fail.",
      "instructions": "Propose help and tools",
      "slideType": "text",
      "layoutHint": "text-1x-left"
    },
    {
      "id": "motivate-change",
      "name": "Motivate Change",
      "description": "Connect improvement to what the employee values: their growth, their team, their career. Inspire action without minimizing the seriousness of the situation.",
      "instructions": "Inspire improvement action",
      "slideType": "text",
      "layoutHint": "text-1x-left"
    },
    {
      "id": "follow-up",
      "name": "Follow Up",
      "description": "Schedule the check-ins. Frequency, format, criteria for progress. Predictable follow-up turns a PIP from a threat into a plan.",
      "instructions": "Schedule progress check-ins",
      "slideType": "text",
      "layoutHint": "text-1x-left"
    },
    {
      "id": "conclusion",
      "name": "Conclusion",
      "description": "Close with confidence in the path forward and a clear restatement of what success looks like. End the meeting having both raised the bar and reaffirmed the relationship.",
      "layoutHint": "title-left",
      "instructions": "Encourage and remind success",
      "slideType": "text"
    }
  ]
}