Prompt details

Tested on

Claude Opus 5.5

Length

639 words · 4 fill-ins

Example input

[The performance issues, with dates and examples]: Priya N., inside sales rep, 14 months with us. - Outbound calls: averaged 38, 41 and 35 a day over the last three months. Team target is 60. - Booked demos: 6, 7 and 5 in those months. Target is 12 a month. - In the 11 months before that she averaged 58 calls a day and 11 demos a month. - CRM notes missing on 16 of 50 calls I spot-checked last week. - Missed two weekly pipeline meetings without notice (6 weeks ago and 2 weeks ago).

[What the role requires]: Inside sales reps are expected to make 60 outbound calls a day, book 12 qualified demos a month, log notes on every call in the CRM the same day, and attend the weekly pipeline meeting. The other 5 reps on the team averaged 57 calls a day and 11 demos a month over the same three months.

[Coaching and support already given]: - Coaching session 1 (6 weeks ago): went through her call lists. She said lead quality from marketing has dropped and the new dialer keeps dropping calls. I checked: the dialer had a 2-day outage that month, nothing since. We agreed she would block 9 to 11 am for calls. - Paired her with our top rep for a day of shadowing 3 weeks ago. - Coaching session 2 (2 weeks ago): numbers still low. She said she has been dealing with things at home: her father is having surgery and she has been logging off at 3 pm on Thursdays to drive him to appointments. I told her to let me know if she needs anything. - No written warning so far.

[Location, company size and HR setup]: We are a 70-person software company based in Austin, Texas. She works remotely from Illinois. We have one HR generalist and no in-house lawyer. Employment is at will, with no contract. Our handbook says performance problems get a documented plan of 30 to 60 days. My boss wants this done this week and honestly thinks she should be let go.

Example output

Performance Improvement Plan: Priya N.

Assumptions: The plan runs 60 days, the top of your handbook's 30–60 day range. That gives two full months of demo data, because one month is too few to judge a monthly target fairly. "Month 1–3" means the three months you described. Fill in the real names wherever you see [add …].

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1. Check before the meeting

The caregiving disclosure is the biggest risk. Talk to HR and an employment lawyer before the meeting. Two weeks ago Priya told you her father is having surgery and that she logs off at 3 pm on Thursdays to drive him to appointments. You replied "let me know if you need anything." Three things follow from this:

- This may count as notice of a need for family leave or a schedule change. Rules on family and medical leave depend on headcount, worksite and state.

- Her Thursday early finish has never been formally approved or refused. The plan can't count Thursdays as short days against her until someone decides how they count.

- Her decline (months 1–3) may overlap with this situation.

Ask the lawyer whether she should be offered information about leave or schedule options before or alongside the PIP. I have kept all of this out of the plan itself.

The decision may already be made. Settle this with your boss and HR. Your boss wants this "done this week" and thinks she should be let go. If that decision is already made, a PIP would be cover for it. That is unfair to Priya, and it is a risk to the company if challenged. Her 11 months at 58 calls and 11 demos also show she can do this job.

- Agree with your boss in writing that the outcome depends on the results of the plan.

- Be clear on what "done this week" means. Presenting the plan this week is fine. Ending her employment this week is a different decision, and it needs its own legal review.

Claude Opus 5.5

Performance Improvement Plan (PIP) – Performance improvement plan prompt for ChatGPT and Claude

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Claude Opus 5.5

This prompt drafts a performance improvement plan. Paste the issues, the role's standards, the support so far and your location; you get the risks to check first, the PIP, a meeting script and a check-in template.

What you get

The risks to take to HR or an employment lawyer before the meeting
The issues as a dated table, with the standard and the effect of each
A PIP ready to paste: goals, support, check-ins and what happens at the end
A conversation script with calm replies to anger, tears and "this is unfair"

How to use it

1
Gather dated facts and peer numbers
Write down each issue with rough dates and numbers, the role's written standards, how peers are doing, and every coaching talk so far with what the employee said.
2
Read the checks before the plan
The first part lists risks such as a leave request or a health or caregiving issue. Take those to HR or an employment lawyer before you set a meeting.
3
Confirm and adjust before the meeting
Fill every [add date], make sure the targets match what peers are held to, and have HR or a lawyer review the plan where the checks call for it.

Better results

Include how peers in the same role are doing against the same targets. A plan that asks more of one person than of the team is the first thing a reviewer questions.
Paste everything the employee has told you about their circumstances, even if it seems unrelated. The prompt keeps it out of the plan and flags what to check with HR.
After the meeting, run a follow-up: "Turn my notes from today into the first check-in record" so the record starts on day one.

Questions

Can ChatGPT write a performance improvement plan?

Yes, ChatGPT can draft a performance improvement plan from your dated notes, the role's standards and the support so far. It cannot know your local law or company policy, so have HR or an employment lawyer review the plan before you present it.

How do I write a performance improvement plan?

Write each problem as dated facts, set two to four measurable goals at the level peers are held to, list the support the company will give, schedule weekly check-ins and say plainly what happens at the end. Check legal risks with HR or a lawyer first.

How long should a performance improvement plan be?

Most plans run 30 to 90 days, long enough for the employee to show change on the goals. Check your own handbook, since many set the length. This prompt uses the length your policy gives and leaves a placeholder if you have none.

When should I talk to a lawyer about a PIP?

Talk to HR or an employment lawyer before the meeting if the employee has mentioned a health issue, caregiving, pregnancy or a leave request, has recently complained, or works in another state or country. This prompt flags these, but it cannot tell you what the law requires.

Updated 8 Nov 2026