Performance Improvement Plan

A complete toolkit for managing under-performance fairly: a pre-start checklist for managers, an invitation letter, the performance improvement plan (PIP) itself with SMART objectives and support, a review meeting record, and outcome letters for success, extension or moving to the formal capability stage.

• When informal feedback has not resolved a performance problem
• As the first stage of your capability procedure, or as an informal stage before it
• Not for misconduct (use the disciplinary procedure) or ill-health absence (use the sickness policy)

• Work through the checklist in Part A before you meet the employee
• Agree the PIP with the employee at the meeting, then give them a signed copy
• Hold and record every review meeting in Part D
• Use the matching outcome letter in Part E