Draft a PIP that's a genuine improvement attempt, not a paper trail: specific gaps, measurable goals, real support, and procedurally fair steps.
Draft a PIP. The situation: {{situation}} (role, the specific performance gaps with examples, what's been tried informally, tenure).
Build it fair and real: the gaps as observable facts with dates (no personality critique — 'missed 4 of 6 deadlines in May' not 'poor attitude'), the standard expected stated measurably, the support we'll provide (training, check-ins, adjusted load — a PIP without support is a termination letter with extra steps), the timeline (usually 4-8 weeks) with weekly check-in structure, what success and non-success each lead to (stated plainly), and the procedural fairness checklist for Australia (genuine warning given, opportunity to respond, support person offered at meetings). Flag: from my description, is this actually a performance problem, or a role-fit, workload, or management problem wearing one's clothes?
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