A successful performance improvement plan begins with specific and objective areas where the employee is not meeting performance expectations, and includes facts and examples that clarify the pattern or severity of performance issues. For example, if an employee has poor attendance, the plan might detail the pattern of sick days, how many unexcused absences the employee has had in the past year, and mention warnings that the employee has received regarding attendance, states the Society for Human Resource Management.

An effective performance improvement plan delineates an action plan to improve employee performance that includes goals that are specific, measurable and time-bound. For an employee with poor attendance, an action plan might specify how many times an employee may be tardy or have unexcused absences in a 60- or 90-day period, and the consequences of failing to meet these expectations.

A successful performance improvement plan then establishes regular intervals for the supervisor and employee to review progress, and should include opportunities for the employee to ask questions or address any barriers to progress, reports the Society for Human Resource Management.