Your browser does not support JavaScript

Performance improvement policy template

2 min read
£ 20
Or, upgrade to all Training and development policies

This policy descibes how the organisation will manage where an individual's performance falls below the standards expected.

We also have budget-friendly bundles featuring this template:

What is a Performance improvement policy?

The purpose of this Performance improvement policy template is to provide you with a flexible and customisable document to serve as a robust and effective starting point for you.

By using our Performance improvement policy template, you can streamline your process, maintain consistency and accuracy, and save time, and it can be easily adapted to fit your specific scenario.

Performance improvement policy template
performance improvement policy template

Performance improvement Policy


The Company will at all times ensure that employees achieve and maintain a high standard of performance in their work. To this end it will ensure that standards are established, performance is monitored and employees are given appropriate training, support and facilities to meet these standards.


All employees of [Company].


1. Informal discussion

Where the Manager/Supervisor first establishes that an employee's performance is below the acceptable level, an informal discussion will be held with the employee to try to establish the reason.

2. Formal interview

Should the employee show either no or insufficient improvement over the following two weeks, a formal interview will be arranged between the employee (together with an employee representative if so desired), the Manager/Supervisor and the HR Department.

The aims of the interview will be to:

  • Identify the cause(s) of the poor performance and to determine what (if any) remedial treatment (e.g. training, retraining, support, etc.) can be given.
  • Explain clearly the shortfall between the employee's performance and the required standard.
  • Obtain the employee's commitment to reaching that standard.
  • Set a reasonable period for the employee to reach the standard and agree on a monitoring system during that period, and
  • Advise the employee what will happen if that standard is not met. The outcome of this interview will be recorded in writing and a copy will be given to the employee.

If it is established that the poor performance emanates from either Company standards which are not reasonably attainable or from a change in Company standards, these standards will be reviewed and the necessary help given for the employee to achieve the required criteria.

Should the interview establish that the performance problems are related to the employee's personal life, the necessary counselling/support will be provided.

If it becomes apparent that the poor performance constitutes misconduct, the Company's Disciplinary Procedure will be involved.

3. Further action

At the end of the review period a further formal interview will be held, at which time:

  • If the required improvement has been made, the employee will be told of this and encouraged to maintain the improvement
  • If some improvement has been made but the standard has not yet been met, the review period will be extended
  • If there has been no discernible improvement, the Manager will explain to the employee that he or she has failed to improve. Consideration will be given to whether there are alternative vacancies that the employee would be competent to fill. If there are, the employee will be given the option of accepting such a vacancy or being dismissed
  • If such vacancies exist, the employee will be given full details
  • In the absence of suitable alternative work, the employee will be told that the Company has no alternative but to dismiss. The employee will be invited to give his or her views on this before the final decision is taken.

This policy [does not] form[s] part of your terms and conditions of employment.

Version: [1.0]

Issue date: [date]

Author: [name, job title]

Why buy our Performance improvement policy template?
  • You save time and effort with a professionally written, editable HR document that is tailored to meet best practice.
  • You ensure compliance with applicable ACAS Codes of Conduct and other legal requirements.
  • You are notified by email whenever this template or its supporting resources are updated.
  • You enjoy 12 months of unlimited access with no hidden fees or extra costs.
  • You unlock a 25% discount on all future purchases or renewals of our libraries, toolkits, and templates.

What do our customers say about us?

I have been using the service now for around 6 months and it has been really useful in developing and updating polices and processes.

- Jamie Allan, Armstrong Craven ★★★★★

Armstrong Craven logo

Read full review on Google

Excellent library of resources and templates which have made my job in my small business so much easier to manage HR for my employees...

- Emma Hunt ★★★★★

Read full review on Google

Great value and the site contains an extensive library of essential HR documents. I access the site probably once a week...

- Laura Alliss-Etty ★★★★★

Read full review on Google

A great source of information and advice. I can highly recommend hrdocbox.

- Georgina Loom, The Hygiene Bank

The Hygiene Bank logo

HRDocBox is a great resource. It is incredibly good value, providing a large selection of HR guidance materials as well as...

- Emma Beauchamp ★★★★★

Read full review on Google

Supporting Menopausal Employees and Avoiding Legal Risk
Thu, 22 Feb 24

Supporting Menopausal Employees and Avoiding Legal Risk

Guidance for Employers

The recent announcement from the Equality and Human Rights Commission (EHRC) clarifying the legal obligations surrounding menopause in the workplace has sparked important conversations...