Performance improvement policy

It's for all employees.

• 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.

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