A professionally structured Performance Improvement Plan template for Australian dental practices — covering performance gap documentation, SMART improvement objectives, support and resources, regular monitoring check-ins, and a formal outcome record. Updated for Australian employment law, April 2026. A PIP is a support tool — not a disciplinary one. It is used when an employee is struggling to meet performance standards despite good intentions. Done properly, it is an act of leadership — investing in an employee's success rather than giving up on them. Done poorly — or used as a way to manage someone out — it creates significant Fair Work Commission risk. This template ensures your PIP process is genuine, documented, legally defensible, and genuinely designed to help the employee improve. ⚠ This template does not constitute legal advice. Before use, seek qualified HR or legal advice to ensure the process is appropriate for your specific circumstances. ✔ Fully editable Microsoft Word format✔ 6 pages — complete PIP template✔ Fair Work Act 2009 compliant✔ 2026-compliant✔ Instant digital download✔ Single-practice licence What's Included: Part 1 — Employee & PIP DetailsEmployee name, role, employment type, commencement date, supervising manager, PIP start date, interim review date, target completion date, and prior warning details. Part 2 — Performance ConcernsA structured table for documenting specific performance concerns — with columns for performance area, specific concern/gap, standard expected, and evidence (date/incident). Includes a prompt to be factual and specific, and to avoid vague language. Part 3 — SMART Improvement ObjectivesUp to 5 SMART improvement objectives — with columns for the objective, how progress will be measured, target date, and achieved tick box. Part 4 — Support & Resources ProvidedA structured support table covering coaching/mentoring, additional training/CPD, regular PM check-in meetings, documented feedback, buddy/peer support, adjusted duties, EAP referral, and other support — with provider and frequency/timeline columns. Includes a Fair Work reminder that a PIP without genuine support is unfair and unenforceable. Part 5 — Monitoring & ReviewA formal check-in log for recording progress at each scheduled review — with objectives discussed, progress assessment (On Track / Behind / Achieved), employee comments, and dual signatures at each review point. Part 6 — PIP OutcomeThree outcome options: objectives fully met (PIP complete), substantially met (PIP extended with revised objectives), or not met (proceed to further disciplinary action). Includes space for outcome details, next steps, and tri-party sign-off (Practice Manager, employee, and Practice Owner).
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