Q01
Message
All templatesIndustry-Specific
Performance Improvement Plan Experience Survey
Gathers feedback from employees who have gone through a performance improvement plan, covering clarity of expectations, manager support, fairness of the process, and outcome. Built for HR and People Ops teams auditing PIP quality, with an AI follow-up that reconstructs a specific check-in or moment that shaped how the employee felt about the process.
Sample questions
A preview of what’s in the template. Every question is editable before you launch.
12 questions · ~7 min
Q02
Multiple ChoiceRequired
What was the outcome of your performance improvement plan?
- Completed successfully - remained in my role
- Completed successfully - moved to a different role
- Plan was extended
- Resulted in separation from the company
- Still in progress
Q03
Opinion ScaleRequired
At the start of the plan, how clear were the expectations and goals you were given?
Scale: 1 – 5
Min:Not clear at allMax:Extremely clear
Q04
Opinion ScaleRequired
How supportive was your manager throughout the plan, beyond just tracking whether you hit targets?
Scale: 1 – 5
Min:Not supportive at allMax:Extremely supportive
Q05
Matrix
How much do you agree with each statement about your experience?
4 rows × 5 columns
- The goals in my plan were specific and achievable
- My manager's check-ins felt helpful, not just monitoring
- I had access to the resources or training I needed to improve
- The feedback I received was specific enough to act on
Columns: Strongly disagree · Disagree · Neutral · Agree · Strongly agree
Q06
Multiple Choice
How often did you and your manager actually meet to discuss progress on the plan?
- Weekly
- Every 2 weeks
- Monthly
- No regular schedule
- No check-ins happened
Q07
Rating ScaleRequired
Looking back, how fair do you feel the overall process was?
Range: 1 – 5
Min:Very unfairMax:Very fair
Q08
AI Interview
Ask the respondent to walk through one specific check-in or conversation during the plan that stands out to them, either positively or negatively, and reconstruct exactly what was said and how it affected their motivation or trust in the process. Anchor on their fairness rating: if they rated the process as unfair, probe what specifically felt unfair (the goals, the timeline, the manager's behavior, or the outcome). If they are still in progress, probe what would need to happen in the remaining time for them to consider it fair.
Q09
Long Text
What is one change to how the plan was designed or run that would have made the biggest difference for you?
Q10
Multiple Choice
Which best describes your role level?
- Individual contributor
- People manager or team lead
- Director or above
- Prefer not to say
Q11
Multiple Choice
How long had you been with the company when the plan started?
- Less than 1 year
- 1-3 years
- 3-5 years
- 5+ years
- Prefer not to say
Q12
Message
That's everything — thank you for your honesty. Your responses are combined with others to help HR improve how performance plans are structured and supported going forward.
What’s included
AI follow-ups
Adaptive probes on open-ended answers that pull out detail a static form would miss.
Attention checks
Built-in safeguards against rushed answers and low-quality respondents.
AI-drafted copy
Wording, ordering, and branching written by the AI — tuned to your research goal.
Auto report
Themes, quotes, and a plain-English summary write themselves once responses come in.
How it compares
We reviewed the closest templates from other survey tools. Here’s what they do well — and where this template goes further.
Why this template
- Goes beyond static ratings with an AI follow-up interview that reconstructs a specific check-in or moment that shaped how the employee felt about the process, surfacing context static forms miss.
- Combines structured measures (clarity of expectations, manager support, fairness rating, a matrix of agreement statements) with open-ended reflection, giving HR both quantifiable trends and qualitative depth.
- Segments responses by role level and tenure at plan start, so People Ops can see whether fairness and support perceptions differ by seniority or experience.
- Every AI-driven prompt is transparent and disclosed to respondents, and results roll up into an auto-generated report — no manual synthesis required.
SurveySparrow
Free Performance Improvement Plan TemplateThis is a fielding-ready PIP template covering similar ground (expectations, support, fairness) aimed at HR teams. It's a conventional survey builder template, so questions are fixed once deployed rather than adapting to each respondent's answers. No mention of an interview-style mechanism to reconstruct specific moments from the employee experience.
What it does well
- Purpose-built for the PIP use case, so questions are directly relevant out of the box
- Likely quick to deploy given SurveySparrow's template library and general survey-building tools
- Free to use as a starting template
Where it falls short
- No adaptive AI follow-up to probe deeper into a specific check-in or conversation
- No voice AI interview option or guided screen-share tasks
- No published per-response quality scoring or transparent prompt methodology
Jotform
Performance Improvement Request Form TemplateThis is a static form template focused on requesting/initiating a performance improvement action rather than surveying the employee's experience of going through one after the fact. It's fielding-ready within Jotform's form builder but is oriented toward process intake, not post-PIP feedback or sentiment. Useful for triggering a PIP, not for auditing how the plan felt to the employee.
What it does well
- Simple, ready-to-use form for initiating a performance improvement request
- Benefits from Jotform's broad form customization and integration ecosystem
- Free-tier accessible like most Jotform templates
Where it falls short
- Not designed to capture employee experience/sentiment post-PIP (clarity, fairness, manager support)
- No adaptive AI interview to reconstruct a specific moment or check-in
- Static field-based form with no automated quality scoring or generated insights report
Ready to launch?
Open this template in the editor. Every part is yours to change before the first respondent sees it.
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