Corrective Action Plan Template
Free corrective action plan template for small businesses. Includes sections for issue description, expected behavior, action steps, and follow-up dates.
Last updated: 2026-02-09
Corrective Action Plan Template
When an employee needs to get back on track, a written corrective action plan template helps you lay out exactly what the problem is, what needs to change, and how you will both know when it is fixed. It is more structured than a verbal conversation but less intensive than a full performance improvement plan -- making it the right fit for many small business situations.
This template gives you a ready-to-use corrective action plan with all the sections you need.
When to Use This Template
- An employee has a specific performance or behavior issue that needs to be addressed in writing
- Verbal feedback has been given but the issue has not improved
- You want a documented step between an informal conversation and a formal PIP
- You need a clear record of expectations, timelines, and follow-up commitments
Corrective Action Plan
Section 1: Employee and Manager Information
| Field | Details |
|---|---|
| Employee Name | _______________________________________ |
| Job Title | _______________________________________ |
| Department | _______________________________________ |
| Manager / Supervisor Name | _______________________________________ |
| Date of Plan | ________ / ________ / ________ |
| Review Period End Date | ________ / ________ / ________ |
Section 2: Issue Description
Describe the specific performance or behavior issue. Include facts, dates, and examples.
What is the issue?
When did this issue occur or when was it first observed?
How does this affect the team, customers, or business?
What previous feedback has been provided?
| Date | Feedback Given | Given By |
|---|---|---|
| ________ / ________ / ________ | _______________________________________ | _________________ |
| ________ / ________ / ________ | _______________________________________ | _________________ |
Section 3: Expected Behavior or Performance Standard
Describe clearly what acceptable performance or behavior looks like for this specific issue.
Reference (policy, handbook section, or job description, if applicable):
Section 4: Action Steps
List the specific steps the employee must take to correct the issue. Each step should be clear and measurable.
| Step | Action Required | Target Date | How Success Will Be Measured |
|---|---|---|---|
| 1 | _______________________________________ | ________ / ________ / ________ | _______________________________________ |
| 2 | _______________________________________ | ________ / ________ / ________ | _______________________________________ |
| 3 | _______________________________________ | ________ / ________ / ________ | _______________________________________ |
| 4 | _______________________________________ | ________ / ________ / ________ | _______________________________________ |
| 5 | _______________________________________ | ________ / ________ / ________ | _______________________________________ |
Section 5: Support Provided by the Company
Describe what the company will do to help the employee succeed.
| Support | Details |
|---|---|
| Training or Resources | _______________________________________ |
| Schedule Adjustments | _______________________________________ |
| Mentoring or Coaching | _______________________________________ |
| Tools or Equipment | _______________________________________ |
| Other | _______________________________________ |
Section 6: Follow-Up Schedule
| Meeting | Date | Purpose |
|---|---|---|
| First Check-In | ________ / ________ / ________ | Review initial progress and address any questions |
| Second Check-In | ________ / ________ / ________ | Assess ongoing progress against action steps |
| Final Review | ________ / ________ / ________ | Evaluate whether all goals have been met |
Section 7: Outcomes
At the end of the review period, one of the following outcomes will apply:
If goals are met:
- [ ] Corrective action plan closed successfully
- [ ] Employee returns to standard performance expectations
- [ ] Positive note added to employee file
If goals are not met:
- [ ] Extended corrective action period
- [ ] Formal Performance Improvement Plan (PIP)
- [ ] Reassignment of duties
- [ ] Suspension
- [ ] Termination
- [ ] Other: _______________________________________
Section 8: Acknowledgment and Signatures
Employee Acknowledgment:
I have received and reviewed this Corrective Action Plan. I understand the issue described, the steps I need to take, and the timeline for improvement. My signature confirms receipt of this document.
| Field | Details |
|---|---|
| Employee Signature | _______________________________________ |
| Date | ________ / ________ / ________ |
Employee Comments (optional):
Manager Signature:
| Field | Details |
|---|---|
| Manager Signature | _______________________________________ |
| Date | ________ / ________ / ________ |
How to Use This Template
- Document the issue first. Before meeting with the employee, fill in Sections 1 through 5 with specific facts and examples. Vague descriptions like "needs to do better" do not give the employee enough to work with.
- Have a direct conversation. Sit down with the employee privately and walk through the corrective action plan together. Explain the issue, the expected standard, and the specific action steps.
- Agree on the timeline. Confirm the check-in dates and the final review date. Make sure both parties understand what will be evaluated and when.
- Follow up consistently. Keep every scheduled check-in meeting. Take brief notes on progress and share them with the employee so everyone stays aligned.
- Evaluate at the end of the review period. Use Section 7 to document the outcome. If the employee has met the goals, close the plan and acknowledge the improvement. If not, move to the next appropriate step.
- Store the document securely. File the signed corrective action plan in the employee's personnel record.
Tips for Small Businesses
- One issue at a time. A corrective action plan template works best when it focuses on a single, clearly defined issue. Trying to address five problems in one plan dilutes the message.
- Make action steps specific. "Improve communication" is too vague. "Respond to all client emails within 4 business hours" is something you can actually measure.
- Separate the person from the problem. Focus on the behavior or performance gap, not the employee's character.
- Follow through on support. If you promise training or coaching, deliver it. The plan loses credibility if the company side of the bargain is not met.
Keeping track of corrective action timelines and follow-up dates for your team is simpler when everything is in one place. Boring HR's Team Tracker helps you organize employee records, set reminders, and make sure important follow-ups do not slip through the cracks.