Performance Watch
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. — HR KPI, I'mBoard-authored (editorial tier).
I'mBoard-authored (editorial tier)
No public third-party standard anchors this KPI yet, so I'mBoard authors and maintains the definition — transparently labeled as editorial tier. See the ontology methodology for the published vs editorial tier system and the back-attribution workstream.
Rogue ID: hr.performance_watch_count
Type: Number
Domain: HR
Definition
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.
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.Why it matters
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.
How to interpret
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.
Related KPIs
hr.terminationshr.involuntary_turnover_ratehr.at_risk_counthr.talent_challenges
Source
I'mBoard editorial — authored and maintained by I'mBoard, first published 2026-04-01. No third-party standard is cited for this KPI; when one emerges, the definition is back-attributed and promoted to the published tier (a minor version bump). Read the ontology methodology for the published vs editorial tier system, attribution rules, and dispute process.
Stage relevance
| Company stage | Priority |
|---|---|
| Series A | Recommended |
| Series B | Recommended |
| Series C+ | Recommended |
| Public | Recommended |
Suggested for stages: Series A, Series B, Series C+, Public.
Default owning functions
- HR
Machine-readable
- This KPI as JSON:
/api/ontology/hr/performance_watch_count.json - All HR KPIs:
/api/ontology/hr.json - Full catalog:
/api/ontology/index.json
Payroll Run Rate
Annualized fully-loaded payroll cost based on current employee compensation — wages plus employer-paid taxes, benefits, and typical equity refresh allocation. Used as the dominant input into `hr.payroll_as_pct_of_burn` and the projection for `hr.fte_metrics`. Common pitfall: reporting base-salary-only and missing employer payroll taxes, benefits, and bonus accrual — this can understate true cost by 15–30%. Document the loading convention (typically wages × 1.20–1.30 for US fully-loaded) and apply consistently. — HR KPI, I'mBoard-authored (editorial tier).
Retention Initiatives
Narrative on the programs and actions in flight to retain key talent and reduce voluntary turnover — refresh grants, comp-band adjustments, manager training, career-pathing programs, and similar. The response side of the `hr.at_risk_count` and `hr.voluntary_turnover_rate` story. Common pitfall: listing perks (snacks, swag) instead of actions tied to retention drivers. Best practice is to name the initiative, the at-risk population it targets, and the leading-indicator metric you'll watch. — HR KPI, I'mBoard-authored (editorial tier).