Second performance improvement plan (PIP) meeting notification letter template

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Use this model letter to arrange the second formal performance improvement plan (PIP) meeting after the first meeting has not led to any progress.

Why this letter is necessary

A Second Performance Improvement Meeting Notification Letter is a document that is typically sent by an employer to an employee who has previously received a Concern about Performance Letter and has failed to show sufficient improvement in their job performance. The purpose of this letter is to notify the employee that a second performance improvement meeting will be held to discuss their continued unsatisfactory performance and to identify steps that can be taken to improve it.

The letter should be written in a professional and objective tone, and should clearly outline the reasons for the second performance improvement meeting. It should also identify the specific areas where the employee's performance is still falling short and provide examples of specific incidents or behaviors that are causing concern.

The letter should also provide details about the time, date, and location of the performance improvement meeting, as well as any materials or documentation that the employee should bring to the meeting. It may also provide information about the potential consequences of continued unsatisfactory performance, such as disciplinary action or termination.

Overall, a Second Performance Improvement Meeting Notification Letter is a formal and important document that serves as a clear reminder to the employee that their performance is not meeting the required standards and that further action is necessary to address the issue. It provides an opportunity for the employee to receive feedback and guidance on how to improve their job performance and avoid further disciplinary action.

Workflow sequence

Previous step
Plans
Performance improvement plan (PIP) template

If you have concens about the performance of an employee, use this model form template to capture the improvement required, and agree and plan the timescale.

This step
Second performance improvement plan (PIP) meeting notification letter template
Next step
Letters
Performance improvement plan (PIP) outcome no further action letter template

Use this model letter to notify an employee that they have been successful in meeting the standards agreed at any stage within the Performance Improvement process.

Specifications

Reading time icon
Time to read / prep / use
5 mins
Document specs icon
Word count / length
224 words, 1 page A4
Date last reviewed icon
Date last reviewed
1 July 2024
second performance improvement plan (pip) meeting notification letter template

[Company name]

[Sender address]

 

[date]

[Recipient name]

[Recipient address]

 

Dear [Recipient first name],

 

Second Performance Improvement Meeting

I refer to our recent discussions held on [date of First Performance Improvement Meeting] when we discussed your performance in your role, considered the areas of my concern and your performance more generally.

As a consequence of the discussions at the First Performance Improvement Meeting on [date], I explained that I continued to remain dissatisfied with your level of performance and have now issued a first written warning to you in accordance with the Performance Improvement Procedure. This warning will remain current for a period of [months] months from the [date of meeting].

During that meeting we agreed that you would need to improve the level of your performance in relation to a number of key areas, outlined in the attached Performance Improvement Plan.

It was determined that we would meet for the Second Performance Improvement Meeting to review your progress as follows:

Date: [date]

Time: [time]

Location: [location]

The purpose of the meeting is explained in the Performance Improvement Procedure. I have enclosed a copy for your information.

You are entitled to be accompanied by an accredited trade union representative or workplace colleague.

I must highlight to you that should your performance not reach an acceptable standard during this process, your employment is at risk and may ultimately lead to dismissal.

Should you have any queries, please do not hesitate to contact me.

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You have the right of appeal against this decision. Your appeal should be directed to [Name | the HR Department | HR Services] within [number] days of receiving this letter. It should set out in full the reason(s) for your appeal.

 

Yours [faithfully | sincerely],

 

 

[Sender name]

[Sender job title]

[Sender telephone]
[Sender email]

 

[For, and on behalf of [Company name] ]

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