Performance improvement templates toolkit

• Includes 12 months' access to 15 Performance Improvement templates, with all updates to the Performance improvement templates toolkit provided free of charge and notified to you.
• UK-specific accuracy.
• Instantly download templates as Word / PDF / plain text, or send by email.

Performance improvement

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 are essential for managing a low-risk, compliant Performance improvement process.

Key Performance Improvement Case Law

Navigating Performance improvement processes correctly is crucial to help you avoid any problems (which can be costly in terms of time, money and reputation).

Recent UK case law has highlighted key aspects of good Performance improvement management. Knowing how courts have handled claims can help you assess whether your proposed actions are likely to be seen as reasonable.

Here are some notable rulings and their implications:

• Wileman v Minilec Engineering Ltd (2019)

  Facts: Mr. Wileman was placed on a performance improvement plan (PIP) after allegedly underperforming. He claimed the PIP was a pretext to manage him out due to his age.

  Outcome: The tribunal found in favour of Mr. Wileman, determining that the PIP was indeed used as a discriminatory tool rather than a genuine attempt to improve his performance.

  Key takeaway: HR professionals must ensure that PIPs are applied consistently and fairly, avoiding any discriminatory practices. Documentation and clear, objective criteria for performance issues are essential.

• Williams v Ministry of Defence (2021)

  Facts: Mr. Williams was placed on a PIP but claimed it was retaliatory after he raised concerns about workplace safety.

  Outcome: The tribunal ruled in favour of Mr. Williams, finding that the PIP was imposed in bad faith as retaliation for whistleblowing.

  Key takeaway: When implementing a PIP, employers must ensure it is not used as a retaliatory measure. Transparency and fair treatment are crucial to avoid legal repercussions.

Performance Improvement workflow

Here we show you which resources to use to effectively improve the performance of an employee, taking into account the different decisions and directions that are likely / possible.

Following this flowchart will ensure that you factor in all eventualities, follow legal / code of conduct or best practice processes, communicate effectively, and reduce the risk of things going wrong.