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Performance improvement policy

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This policy descibes how the organisation will manage where an individual's performance falls below the standards expected.

Reading time
How long to understand and implement this policy?
5 mins
Word count
How many words in this policy?
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What is a Performance improvement policy?

The purpose of this Performance improvement policy is to provide you with a flexible and customisable document to serve as a robust and effective starting point for you.

By using our Performance improvement policy, you can streamline your process, maintain consistency and accuracy, and save time, and it can be easily adapted to fit your specific scenario.

Best practice timescale for this to be issued
When should this policy be issued?
During onboarding / after changes / planned refresher
Issued by who, to whom
Who should issue this policy, and to whom?
Internally issued to appropriate recipients in your Company
Applicable legal jurisdictions
In which jurisdictions can this policy be used?
Great Britain & NI (United Kingdom), Worldwide

Performance improvement Policy


The Company will at all times ensure that employees achieve and maintain a high standard of performance in their work. To this end it will ensure that standards are established, performance is monitored and employees are given appropriate training, support and facilities to meet these standards.


All employees of [Company].


1. Informal discussion

Where the Manager/Supervisor first establishes that an employee's performance is below the acceptable level, an informal discussion will be held with the employee to try to establish the reason.

2. Formal interview

Should the employee show either no or insufficient improvement over the following two weeks, a formal interview will be arranged between the employee (together with an employee representative if so desired), the Manager/Supervisor and the HR Department.

The aims of the interview will be to:

  • Identify the cause(s) of the poor performance and to determine what (if any) remedial treatment (e.g. training, retraining, support, etc.) can be given.
  • Explain clearly the shortfall between the employee's performance and the required standard.
  • Obtain the employee's commitment to reaching that standard.
  • Set a reasonable period for the employee to reach the standard and agree on a monitoring system during that period, and
  • Advise the employee what will happen if that standard is not met. The outcome of this interview will be recorded in writing and a copy will be given to the employee.

If it is established that the poor performance emanates from either Company standards which are not reasonably attainable or from a change in Company standards, these standards will be reviewed and the necessary help given for the employee to achieve the required criteria.

Should the interview establish that the performance problems are related to the employee's personal life, the necessary counselling/support will be provided.

If it becomes apparent that the poor performance constitutes misconduct, the Company's Disciplinary Procedure will be involved.

3. Further action

At the end of the review period a further formal interview will be held, at which time:

  • If the required improvement has been made, the employee will be told of this and encouraged to maintain the improvement
  • If some improvement has been made but the standard has not yet been met, the review period will be extended
  • If there has been no discernible improvement, the Manager will explain to the employee that he or she has failed to improve. Consideration will be given to whether there are alternative vacancies that the employee would be competent to fill. If there are, the employee will be given the option of accepting such a vacancy or being dismissed
  • If such vacancies exist, the employee will be given full details
  • In the absence of suitable alternative work, the employee will be told that the Company has no alternative but to dismiss. The employee will be invited to give his or her views on this before the final decision is taken.

This policy [does not] form[s] part of your terms and conditions of employment.

Version: [1.0]

Issue date: [date]

Author: [name, job title]

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Performance improvement policy
performance improvement policy