Free tool

PIP procedural-fairness checklistA free self-check: is your Performance Improvement Plan procedurally fair? Six questions modelled on the Fair Work Act 2009. Nothing you enter is collected — there is nothing to enter but your own answers, kept in your browser.

General information only. Quadratic is not legal advice and is not a law firm.

Work through each question about your own plan, then get a plain summary. This is general information about procedural fairness — it is not advice about your situation, and it gives no verdict on your plan.

Does the plan name the specific performance concern with concrete examples or dates — rather than only a general statement that your work is “below standard”?Learn more: FWC — unfair dismissal ↗
Were you told about this concern before the plan was issued — in earlier feedback or a meeting — rather than the plan being the first you heard of it?Learn more: Fair Work Act 2009, s.387 ↗
Are the improvement targets specific and measurable, and is the timeframe realistic for meeting them?Learn more: FWC — unfair dismissal ↗
Does the plan say you can bring a support person to review meetings?Learn more: Fair Work Act 2009, s.387 ↗
Does the plan set out a clear review process — how and when your progress will be assessed?Learn more: FWC — unfair dismissal ↗
Have you had earlier warnings about this performance issue, or is this plan the first formal step?Learn more: Fair Work Act 2009, s.387 ↗