Performance Improvement Plan (PIP) Template
A 30/60/90-day Performance Improvement Plan template built for FedEx ISP drivers. Set measurable goals, weekly milestones, and clear consequences — with sample language for attendance, scan rate, safety, and customer service.
Updated · By FleetWage HR Operations
When to Put a Driver on a PIP
A PIP is the bridge between a Final Warning and termination — used when the driver is salvageable but needs structure.
A PIP is appropriate after a second written write-up or a Final Warning, when the underlying issue is performance-driven rather than misconduct. Examples: chronic but recoverable attendance issues, sub-target scan rates, repeated safety coaching needs, or recovery after an accident.
PIPs do not work for misconduct (theft, falsification, violence, gross insubordination). Those situations skip the PIP step and proceed directly to termination using the termination checklist.
The 30 / 60 / 90 Structure
Three escalating phases. Measurable goals at each. Clear go/no-go at every milestone.
30-Day Phase
Stabilize the immediate behavior
- •On-time clock-in 100% of scheduled shifts
- •Zero preventable safety violations
- •Daily 5-minute supervisor check-in for the first 14 days
60-Day Phase
Restore baseline performance
- •Stop scan rate ≥ 99.5%
- •Customer complaints: zero substantiated
- •Weekly 15-minute review with supervisor
90-Day Phase
Sustained performance at standard
- •All 30/60-day metrics held for full final phase
- •One peer ride-along completed and documented
- •Final review meeting on Day 90 — exit, extend, or terminate
Sample PIP Goals by Performance Issue
Replace generic goals like "improve performance" with measurable, specific targets.
Attendance
Clock in by scheduled start time on 100% of shifts. No more than one excused absence (with 2-hour advance notice) in 30 days. No call/no show triggers immediate termination.
Scan rate
Maintain stop scan rate of ≥ 99.5% measured weekly. Below threshold for two consecutive weeks triggers a written write-up. Below threshold for three consecutive weeks ends the PIP in termination.
Safety / driving
Zero preventable accidents during the PIP period. Pass weekly DriveCam review with no major events. Complete defensive-driving course by Day 14.
Customer complaints
Zero substantiated customer complaints during the 90-day PIP. One substantiated complaint extends the PIP by 30 days; two complaints end the PIP in termination.
Package handling
Zero confirmed mishandling incidents (photographic or scan-data evidence) during the PIP. Complete the package-handling refresher within 7 days of PIP start.
PIP Template (Copy-Ready)
All fields below should be completed before the PIP-kickoff meeting with the driver.
- Employee name
- [Driver name]
- Position / Route
- [Driver / Route #]
- Supervisor
- [Supervisor name]
- PIP start date
- [YYYY-MM-DD]
- PIP end date (Day 90)
- [YYYY-MM-DD]
- Reason for PIP
- [Specific performance issue + reference to prior write-up if any]
- Performance goals (measurable)
- [Metric 1, Metric 2, Metric 3 — with target values]
- Resources / training provided
- [Defensive driving, scan refresher, ride-along, etc.]
- Check-in cadence
- [Daily for 14d, weekly thereafter]
- Consequences if goals not met
- [Termination / extension / role change]
- Employee signature + date
- [Signature line]
- Supervisor signature + date
- [Signature line]
If the PIP fails, proceed with the driver termination checklist. If it succeeds, document closure and reset to standard performance management.
Frequently Asked Questions
Common questions about Performance Improvement Plans for FedEx ISP drivers.
When should I put a FedEx ISP driver on a PIP?
Use a PIP after the second written write-up, or after a Final Warning, when the underlying issue is performance-driven (scan rate, attendance, customer service) rather than misconduct. PIPs work best when the driver is salvageable but needs structure. For misconduct (theft, violence, falsification), skip the PIP and proceed to termination.
How long should a PIP last?
30, 60, or 90 days. The standard is 90 days because it gives enough time for sustained behavior change, but 30-day PIPs are appropriate for narrowly scoped issues (one specific metric). Anything shorter than 30 days isn't really a PIP — it's a written warning with a label.
Should the PIP be signed by the employee?
Yes. The PIP is a formal HR document — both the employee and supervisor sign and date the original. Filed in the personnel record. The signature acknowledges receipt and understanding, not agreement. Refusal to sign is documented with a witness, same as a write-up.
What happens if the driver fails the PIP?
If goals are not met by Day 90, the standard outcomes are: (a) terminate, (b) extend the PIP for an additional 30 days with explicit final-warning language, or (c) reassign to a different role if available. Whichever path you choose, document the basis. Failing a documented PIP is one of the strongest unemployment-claim defenses an ISP can have.
What happens if the driver succeeds at the PIP?
Hold a Day-90 closing meeting, document successful completion, file the closure note in the personnel record, and reset to standard performance management. Drivers who complete a PIP often become some of your most reliable employees because the structure clarified expectations.
Can I terminate during a PIP if behavior worsens?
Yes — if a serious new violation occurs (no call/no show, accident, gross misconduct), you can terminate immediately. A PIP doesn't immunize an employee from consequences for new infractions. Document the new incident on a separate write-up referencing the active PIP, then proceed with termination.
Are PIPs legally required?
No. PIPs are a best practice, not a legal mandate. But they significantly improve unemployment-claim outcomes by demonstrating you gave the employee specific, measurable opportunities to improve. They also reduce wrongful-termination exposure in regulated states.
How is a PIP different from a write-up?
A write-up is a one-time documentation of a single incident. A PIP is an ongoing, structured plan with measurable goals, check-ins, and a defined end date. Write-ups document past behavior; PIPs change future behavior. Many ISPs pair a Final Warning write-up with a 90-day PIP to get both records.
Related Resources & Guides
Build the full HR documentation chain.
FedEx ISP Employee Write-Up Form (Free PDF)
Free disciplinary notice template for FedEx ISP contractors. Document attendance, performance, and conduct violations with progressive-discipline severity levels.
Read more →
Verbal Warning Documentation Template
Free template for documenting verbal warnings — the first step of progressive discipline before issuing a written write-up.
Read more →
Get the Full HR Documentation Pack
Download the complete write-up form designed for FedEx ISP contractors — pairs perfectly with this PIP template.