Performance improvement templates toolkit

£ 35

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.

Get a value bundle that includes our Performance improvement templates toolkit

Complete package
641 templates, our full range
£ 229
Management library
404 templates, to support a wide range of management events
£ 99
An employee looking at target as metaphor for a goal for improvement. performance improvement templates toolkit.

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.

What legislation / best practices underpin our Performance improvement templates?

  • 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.

  • Goals should be specific, achievable, and measurable, and the process should be time-bound.

  • 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.

  • 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.

  • 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.

  • 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.

Practical HR Solutions

Here are some common HR scenarios for Performance improvement issues, with best practices for preparation and problem-solving strategies to manage and resolve them.

🔒 To view the content below you will need to make a purchase.

  • I have an employee who is underperforming, what do I do?

Why buy our Performance improvement templates toolkit?

Our content:

Is easy to edit and execute, with comprehensive implementation guidance.
Is designed by accredited, experienced HR practitioners.
Maintains your compliance with ACAS guidelines, legislation, and industry best practices.
Includes 12 months access to your purchase, with email alerts if updated or expanded.

Stop doing this:

Wasting money buying documents that don't meet best practice or legislation.
Wasting effort searching for free documents that lack implementation support.
Wasting time creating documents from scratch.

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