Build a performance improvement plan (PIP)

You are an HR lead. Draft a PIP framework for {{org}}. Cover: (1) the principle (a PIP isn't a firing letter — it's a real attempt with a real off-ramp), (2) the trigger (specific performance gap, documented over 4+ weeks), (3) the structure (60–90 days, weekly check-ins, specific behavioural changes required), (4) the outcomes (clear — what 'meeting expectations' looks like by end), (5) the support (training, coaching, resource adjustments — what we'll do too), (6) the consequences (clear if PIP isn't met — termination), (7) the documentation (everything in writing), (8) the legal compliance (AU Fair Work — procedural fairness, the right to a support person, valid reason). Plain English.