Final performance improvement plan (PIP) meeting notification letter template
Value bundles that include this:
Use this model letter to arrange the final formal performance improvement plan meeting after the second meeting has not led to any progress.
Additional implementation support:
Why this letter is necessary
A Final Performance Improvement Meeting Notification Letter is sent to an employee who has previously received a Concern about Performance Letter and a Second Performance Improvement Meeting Notification Letter, but has failed to show sufficient improvement in their job performance. The purpose of this letter is to notify the employee that a final performance improvement meeting will be held to discuss their continued unsatisfactory performance and to inform them that their employment may be terminated if their performance does not improve.
The letter should be written in a professional and objective tone, and should clearly outline the reasons for the final 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 should also clearly state that the purpose of the meeting is to discuss the employee's continued unsatisfactory performance and that their employment may be terminated if their performance does not improve.
Overall, a Final Performance Improvement Meeting Notification Letter is a formal and important document that serves as a clear warning to the employee that their performance is not meeting the required standards and that their employment may be terminated if they do not improve. It provides a final opportunity for the employee to receive feedback and guidance on how to improve their job performance and avoid termination.
Workflow sequence
Second performance improvement plan (PIP) meeting notification letter template
Use this model letter to arrange the second formal performance improvement plan (PIP) meeting after the first meeting has not led to any progress.
Dismissal after performance improvement plan (PIP) hearing confirmation letter template
Our Dismissal After Performance Improvement Hearing Confirmation Letter template formally confirms the decision, maintaining professionalism and outlining the terms of dismissal.
Specifications
5 mins
247 words, 1 page A4
1 July 2024
[Company name]
[Sender address]
[date]
[Recipient name]
[Recipient address]
Dear [Recipient first name],
Final Performance Improvement Meeting
I refer to the recent Second Performance Improvement Meeting held on [date] in which we discussed your recent performance during the review period and your performance more generally.
As a consequence of the discussions at the Second Performance Improvement Meeting on [date], I explained that I continued to remain dissatisfied with your level of performance and have now issued a final 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].
I can now confirm that at the meeting a second formal review period was determined, which will operate from [date] to [date]. During this period of time you will be required to address the specific areas of unsatisfactory performance outlined in the Performance Improvement Plan (enclosed) and ensure the level of your performance more generally reaches an acceptable standard.
A Third Performance Improvement meeting has been arranged to review your performance at the end of this review period. The arrangements are as follows:
Date: [date]
Time: [time]
Location: [location]
The purpose of the meeting is explained in the Performance Improvement Procedure.
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.
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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