Performance improvement templates toolkit
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.
Performance improvement templates toolkit
What legal and best practice aspects should employers be aware of when implementing Performance improvement templates?
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This is a preview. Viewing the content requires a purchase.
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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.
- The documents are easily editable and implementable, saving you time and money
- All content is designed by CIPD accedited Chartered HR practitioners with operational experience in this area
- You will maintain compliance with ACAS guidelines, legislation, and industry best practices
- Email notifications for any templates added to this toolkit
- 12 months of unrestricted access without any additional costs (any update in that period is free to you)
- A 25% discount on all library, toolkit, and template purchases/renewals
