Poor Performance and Capability

These Poor Performance and Capability templates are designed to help employers manage situations where an employee’s performance is not meeting the required standard or there are concerns about their capability to do the job.

Poor performance and capability issues should be handled carefully and consistently. Employers need a clear process for identifying concerns, setting expectations, reviewing progress, and, where necessary, taking formal action. A properly documented approach can help support fairness and reduce the risk of disputes about how performance concerns have been managed.

This collection brings together template letters and supporting documents for dealing with poor performance and capability issues, from the early formal stages through to warnings, performance review, and dismissal where improvement is not achieved.

When to Use These Capability and Performance Templates

These templates are useful where an employer needs to address underperformance, monitor improvement, and communicate formal performance management steps clearly to an employee.

They are particularly relevant where concerns need to be escalated into a formal process, where a performance improvement plan is required, or where continued poor performance may lead to warnings or dismissal.

A Structured Approach to Performance Management

The documents in this collection support a staged approach to managing performance concerns. They help employers set out the nature of the problem, explain the standard required, record improvement targets, and confirm the outcome of formal review stages.

They also support situations where performance improves, allowing employers to acknowledge that progress and maintain a clear written record of the process.

Practical Support from Warning to Dismissal

Taken together, these templates provide a practical framework for handling poor performance and capability issues in a more organised and procedurally sound way. They are intended to work alongside a disciplinary policy and procedure and related guidance on disciplinary handling.

• Performance Management Review Procedure
• Performance Improvement Plan (PIP)
• Performance Improvement Plan – Example
• Notice Of First Disciplinary Poor Performance Hearing
• Poor Performance and Capability First Formal Warning Letter
• Acknowledgement Of Improved Performance Post First Hearing Or Warning
• Improved Work Performance Confirmation Letter
• Notice of Final Disciplinary Poor Performance Hearing
• Poor Performance And Capability Final Formal Warning
• Poor Performance And Capability Notice Of Dismissal

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