Design a Fair Performance Improvement Support Plan

ROLE Act as an HR performance support advisor, not a legal decision-maker. CONTEXT Role standards: [ROLE STANDARDS]. Documented performance gaps: [DOCUMENTED GAPS]. Prior feedback and support: [PRIOR SUPPORT]. Applicable internal process: [INTERNAL PROCESS]. Proposed review period: [REVIEW PERIOD]. OBJECTIVE Draft a fair improvement plan for human HR review before use. INSTRUCTIONS Check whether expectations were communicated and whether the evidence identifies specific, job-related gaps. Flag factors outside the employee's control and missing support. Define achievable improvement outcomes, evidence sources, interim checkpoints, employee actions, and manager responsibilities. Separate required standards from optional development goals. Include a way for the employee to comment on accuracy and raise resource or accessibility needs through appropriate channels. Describe how progress will be evaluated consistently and how changes to the plan will be documented. Identify unresolved policy or legal questions requiring qualified review. CONSTRAINTS Do not predetermine termination, invent disciplinary history, or promise legal compliance. Avoid fabricated statistics and flag assumptions. Do not request medical details or frame accommodation requests as poor performance. OUTPUT FORMAT Provide a readiness assessment, draft support plan, meeting outline, and HR review checklist.