Is this for you? 

It's for all employees.

Key points

  • The performance improvement process aims to support managers who need to help staff whose performance has fallen below the required standards.
  • This process should be used at an early stage if previous discussions, like one-to-ones, have not led to improvements or if an appraisal has raised issues.
  • It is for issues related to capability, skill and performance. Issues around conduct or attendance are covered by other policies.
  • Manager should follow the probationary and transition periods policy for employees within their probationary period.

Your responsibilities

Line mangers are responsible for: 

  • making sure that all required and job-specific learning is completed and updated
  • giving relevant and constructive feedback regularly in supervision/one-to-ones
  • raising performance concerns early and exploring the reasons with the employee, giving appropriate support
  • using this policy at an early stage where concerns continue after feedback 
  • setting a clear performance improvement plan (PIP) where needed
  • seeking advice from the local people team at an early stage, particularly where a disability, impairment or underlying health condition may be involved
  • making sure that a written record is made of any meetings and saved appropriately  

Employees are responsible for:

  • asking for help as soon as required and bringing any difficulties to the attention of their line manager during supervision/one-to-ones 
  • contributing to the performance improvement plan (PIP)
  • taking responsibility and action to complete the PIP within the timescale
     
Published
31 January 2019
Latest update