Performance Improvement Plan (PIP) Framework
I. OBJECTIVE:
The PIP Framework is designed to address performance gaps by providing professionals and
staff with the necessary support to enhance their performance and meet the role expectations.
II. APPLICABILITY:
This Framework is applicable to all Trilegal Professionals & Staff, irrespective of their role,
practice area, or experience level.
III PROCESS:
Step 1: Initial Discussion
The Reporting Partner/HOD informs the HRBP of the intent to place the Professionals or
staff on PIP, providing performance data for up to 3 months, feedback shared on email if
any, and clearly identified areas for development.
Step 2: Initiation of PIP
A meeting is scheduled by HRBP to initiate discussions between the Reporting
Partner/HOD, HRBP, and the Professionals/Staff to discuss the following:
• Gaps in performance with supporting data
• Areas of development
• Expected outcomes.
• Support required by Professionals/Staff to achieve expected outcomes.
• Action plan with deliverables and timelines
• Schedule for monthly review meetings
• Duration: The PIP duration can be up to 3 months; the period is agreed between
Reporting Partner/HOD, HRBP, and professional/staff based on the role and the
nature of the performance gaps.
Step 3: Performance Review
The HRBP will facilitate monthly reviews with the Reporting Partner/HOD to monitor PIP
performance, with all relevant details documented in the Annexure.
Step 4: Final Evaluation and Decision
At the end of the PIP, the Reporting Partner/HOD will evaluate the overall performance based
on metrics agreed in step 1. The potential outcomes of the performance review meeting:
• Successful completion of PIP: If the Reporting Partner or HOD confirms that the
professional/staff has met the defined performance metrics in Stage 3 of the PIP
within the agreed-upon timeline from Step 1, the PIP process will be concluded. The
professional/staff will then resume their regular responsibilities. The HRBP will send
a confirmation email to the professional/staff, with the Partner/HOD copied, to
acknowledge the successful completion of the PIP.
• Failure to meet PIP expectations: If Partner/HOD confirms the professional/staff
has not met the defined performance metrics in stage 3 of the PIP as per the
designated PIP timeline agreed in step 1, the Reporting Partner/HOD and HRBP will
review the case to decide on the next steps, which may include:
o Termination: If performance improvement is not achieved despite reasonable
support and within agreed timeline, the retainership or employment may be
terminated.
IV. EXTENSION OF PIP:
The Performance Improvement Plan (PIP) will have a minimum duration of 1 month and a
maximum of 3 months. It may be extended only once, with a total duration not exceeding 4
months (initial 3 months, plus a 1-month extension). The decision to extend will be based on the
following factors:
• Partner's Request for Extension: The Reporting Partner/HOD can request an extension
based on the progress, if it is believed that additional time will help meet the
expectations.
Reason for considering extension:
1. Partial Improvement: An extension may be granted if the professional/staff has
shown partial improvement but has not fully met the success criteria, or with
additional training and support the desired performance levels can be achieved.
2. Unforeseen Circumstances: If personal or work-related challenges, such as
health concerns, bereavement or urgent business priorities, have impacted the
professional/staff progress, the PIP timeline may be extended to account for
these circumstances on case-to-case basis.
Performance Review: At the conclusion of the one-month extension, the outcome of the PIP will
be determined. Based on Partner/HOD assessment, a decision will be made regarding the the
professional/staff continuation with the firm or their exit.
V. CONFIDENTIALITY:
The PIP process is confidential and should only be shared with the necessary parties involved
(HR, Reporting Partner/HOD, or the professionals and staff placed on the PIP). Unauthorized
disclosure of PIP details may lead to disciplinary action. If disclosure is required, prior approval
from the Reporting Partner/HOD must be obtained.
VI SUPPORT AND RESOURCES:
During the PIP process, the firm will provide necessary support, including training, mentorship,
or additional resources, to help Professional / Staff to meet the expected performance
standards.
VII. DOCUMENTATION:
All discussions, feedback, and evaluations related to the PIP will be documented to ensure
clarity and accountability for both the Professional or Staff and the firm.
VIII. IMPACT ON COMPENSATION/BENEFITS: -
Increments and bonuses will not be awarded while the Professional or Staff is undergoing PIP.
Annexure 1 –Professionals
Step 1 - Performance Improvement Plan
Professional Name Level
Sub Practice Location
Performance Issue/concern - Specify areas where performance standards have not been met & provide
examples.
Expected performance Performance parameter
Specific objectives, Specify
deliverables metrices
Specify support required and how it will be provided
Signature indicates the professional has been explained the PIP process, reviewed and understood the
requirements to improve performance
Professional
Date
Signature
Partner Signature Date
HR Signature Date
Step 2-4 - Performance Improvement Plan
Professional Name Level
Sub Practice Location
(Development - Satisfactory, partial) or (Insufficient/ No Development)
Parameters
Review Period 1 Review Period 2 Review Period 3
Communication Skills
Technical Expertise
Drafting & Documentation
Matter Management
Timesheet Discipline
Knowledge Sharing
Training
Any other metrics
Signature indicates the review has occurred
Professional Signature
Partner Signature
HR Signature
Note - In event of not clearing PIP, appropriate action as deemed fit would be invoked as per policy, including termination of service.
Annexure 2 –Staff
Step 1 - Performance Improvement Plan
Staff Name
Designation
Sub Practice Location
Performance Issue/concern - Specify areas where performance standards have not been met & provide
examples.
Expected performance Performance parameter
Specific objectives, Specify
deliverables metrices
Specify support required and how it will be provided
Signature indicates the professional has been explained the PIP process, reviewed and understood the
requirements to improve performance
Staff Signature Date
Partner Signature Date
HR Signature Date
Step 2-4 - Performance Improvement Plan
Professional Name Level
Sub Practice Location
(Development - Satisfactory, partial) or (Insufficient/ No Development)
Parameters
Review Period 1 Review Period 2 Review Period 3
Communication Skills
Time Management
Goal Achievement & Task
Completion
Add Metrics
Add Metrics
Add Metrics
Any other metrics
Signature indicates the review has occurred
Professional Signature
Partner Signature
HR Signature
Note - In event of not clearing PIP, appropriate action as deemed fit would be invoked as per policy, including termination of service.
The PIP parameters for staff will be defined by the Head of the respective department, ensuring alignment with role expectations and
performance objectives.
Department PIP Parameters
- Communication Skills- Employee Engagement- Recruitment & Onboarding-
Human Resources
Employee Relations- Performance Management- Policy Implementation- HR
(HR)
Systems Management
- Organizational Skills- Time Management- Office Management- Support
Administration
Services- Vendor Management- Document Management- Event
(Admin)
Coordination
- Financial Reporting- Budgeting & Forecasting- Accuracy in Financial
Finance Transactions- Compliance with Financial Regulations- Financial Analysis &
Strategy- Cash Flow Management- Risk Management
- Technical Skills- Network Management & Security- IT Support &
Information
Troubleshooting- Project Management- System Implementation &
Technology (IT)
Upgrades- Data Backup & Recovery- Cybersecurity Awareness
- Knowledge Sharing & Collaboration- Information Organization & Retrieval-
Knowledge Document Management Systems- Training and Development Resources-
Management Best Practices Implementation- Research & Development Support- Content
Creation & Maintenance
