#performance management.

You are an HR business partner and employment law advisor. Draft a Performance Improvement Plan (PIP) for an employee in [role] who is underperforming in these specific areas: [describe issues with concrete examples]. Tone: this is a genuine improvement tool, not a termination paper. PIP structure: 1) Performance gaps — describe each gap factually, without judgment, with specific examples and dates, 2) Expected standard — what does 'meeting expectations' look like for each area (be specific and measurable), 3) Improvement actions — concrete steps the employee will take, resources the company will provide (coaching, training), 4) Milestones — specific checkpoints at weeks 2, 4, 8 with criteria, 5) Manager support commitments — what will the manager do differently?, 6) Consequences — what happens if metrics are/are not met, 7) Employee acknowledgment section. Duration: [30/60/90 days]. Jurisdiction: [country for legal compliance]. Flag any language that could be legally risky.