Performance improvement pack
Plans
1
Scripts
1
Letters
6
Policies
1
Guides
3
Our Performance Improvement Templates Toolkit enhances employee development, enabling targeted strategies for performance growth.
Our toolkit includes a range of templates that are designed to simplify the process of managing employee performance, save you time and effort, and ensure compliance with all relevant employment legislation. From creating performance improvement plans to managing performance reviews and handling performance-related issues, our templates cover all the necessary documents required to improve employee performance effectively.
What is a Performance Improvement Process?
A performance improvement plan (or PIP) is a formal process that is used to capture recurring performance or behavioural issues, and will include agreed targets/standards, the support that the employee may need to help achieve the identified improvement(s) required, and a deadline for review.
A performance improvement process should be a collaborative and supportive process, with clear and measurable goals and objectives. Employers must ensure that the process is non-discriminatory and applied consistently and fairly across the organisation. The employee should be given appropriate support and resources, and the process should be properly documented and monitored.
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A performance improvement process (PIP) should be initiated only after other methods of support and development have been tried and failed to improve the employee's performance.
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Goals should be specific, achievable, and measurable, and the process should be time-bound.
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Employers must ensure that the PIP is non-discriminatory and does not breach the Equality Act 2010. The process should be applied consistently and fairly across the organization.
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Employers should ensure that the employee is given appropriate support and resources to achieve the goals set out in the PIP. This may include training, coaching, mentoring, or other forms of support.
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Employers should ensure that the PIP is properly documented and that the employee has access to the documentation. The documentation should be clear and concise, and should outline the goals, objectives, and timeframes of the PIP.
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Employers should monitor the employee's progress regularly and provide constructive feedback. If the employee is not making progress, the employer may need to consider other options, such as redeployment or termination of employment.
What's included?
If you wish to dismiss an employee due to concerns with poor performance, use this timeline to help you understand the steps.
The SMART in SMART goals stands for Specific, Measurable, Achievable, Realistic, and Timely.
If you have employee performance concerns, this model guide will help you to agree improvement plans for them to achieve and maintain the standards expected.
This policy descibes how the organisation will manage where an individual's performance falls below the standards expected.
Use this model letter to notify an employee that you have a concern over their performance, that may warrant disciplinary action should it happen again.
Our Dismissal After Performance Improvement Hearing Confirmation Letter template formally confirms the decision, maintaining professionalism and outlining the terms of dismissal.
Use this model letter to arrange the final formal performance improvement plan meeting after the second meeting has not led to any progress.
Use this template to arrange the first formal performance improvement plan meeting after previous informal discussions have not produced any progress.
Use this model letter to notify an employee that they have been successful in meeting the standards agreed at any stage within the Performance Improvement process.
Use this model letter to arrange the second formal performance improvement plan (PIP) meeting after the first meeting has not led to any progress.
A script to guide managers in conducting performance improvement meetings.
If you have concens about the performance of an employee, use this model form template to capture the improvement required, and agree and plan the timescale.
