PIP first-week checklist

Operational education only — not legal advice. Consult a licensed employment attorney in your jurisdiction before signing agreements or making exit decisions.

0 of 8 steps marked — progress stays on this device only.

• Step 1Read the full PIP documentNote every deadline, metric, check-in cadence, and who signs off on success or failure. Save a copy to a personal device.
• Step 2Start a dated personal logRecord deliverables, feedback, and support requests in facts — not memory. Keep it off company systems when possible.
• Step 3Ask for measurable criteriaWhen goals are vague, propose quantitative proxies. Document the answer or a calm refusal to clarify.
• Step 4Calendar milestones backward from the final dateWork backward from the PIP end date so you never miss your own evidence deadlines or check-ins.
• Step 5Obtain handbook and policy versions in effectCompare the written PIP to employee handbook steps and any prior warnings. Note gaps in writing.
• Step 6Do not sign under pressureRequest time to review. Use receipt-only language when appropriate. Strike or annotate agreement-with-findings language unless counsel advises otherwise.
• Step 7Know when to escalate to counselTight timelines, early HR involvement, retaliation concerns, or signing pressure are signals to consult an attorney.
• Step 8Preserve parallel options on personal timeParallel job search is legal in most U.S. contexts — use personal devices and personal time. Understand reference timing.