{
  "version": "1.3.0",
  "releasedAt": "2026-05-20",
  "kpi": {
    "rogueId": "hr.performance_watch_count",
    "slug": "performance_watch_count",
    "domain": "hr",
    "defaultLabel": "Performance Watch",
    "description": "Count of employees currently on a formal Performance Improvement Plan (PIP) or equivalent performance-bar process. Leading indicator for `hr.terminations` — most PIPs that do not resolve with measurable improvement convert to involuntary exits within one quarter. Common pitfall: confusing PIPs with informal coaching — only employees on a written, time-bound plan with defined exit criteria should be counted here. Informal \"we need to talk\" relationships belong in the at-risk count, not this number.",
    "fieldType": "number",
    "unit": null,
    "maturity": "general",
    "suggestedForStages": [
      "seriesA",
      "seriesB",
      "seriesC",
      "public"
    ],
    "defaultOwningFunctions": [
      "HR"
    ],
    "stageRelevance": {
      "seriesA": "recommended",
      "seriesB": "recommended",
      "seriesC": "recommended",
      "public": "recommended"
    },
    "definitionSource": {
      "tier": "editorial",
      "sourceName": "imboard Editorial",
      "sourceUrl": null,
      "sectionRef": null,
      "publicationDate": "2026-04-01",
      "attributionNotice": null
    },
    "formula": "Count of active employees on a written, time-bound Performance Improvement Plan with explicit success criteria and an end date (typically 30/60/90 days). Excludes informal coaching relationships and probationary new hires unless the new-hire is on a formal extension PIP.",
    "whyItMatters": "Leading indicator for `hr.terminations` and a read on management discipline — managers who avoid PIPs accumulate B-players, managers who over-use them are training-out coachable performers. The trend matters more than the snapshot.",
    "interpretationGuidance": "A sustained PIP count of ~1–3% of headcount typically reflects healthy performance management; near-zero suggests management avoidance; >5% sustained suggests either hiring-quality issues or unrealistic performance bars (industry folk-wisdom, not citation-grade). PIP-to-termination conversion rate (tracked privately) usually settles in the 60–80% range when the program is well-run.",
    "relatedKpiIds": [
      "hr.terminations",
      "hr.involuntary_turnover_rate",
      "hr.at_risk_count",
      "hr.talent_challenges"
    ],
    "metricBasis": {
      "timeBasis": "point_in_time",
      "production": "primary"
    }
  }
}