Performance Management Review Procedure
The Performance Management Review Procedure sets down the procedures to be followed in respect of employees who are not performing at the required level for their role.
What this performance management procedure covers
The document includes the following sections:
- Introduction
- Informal performance management
- Formal performance management
- Formal warnings
- Right to be accompanied
- Appeals
Moving from informal review to formal performance management
After the informal performance management meeting, the employer can set down the agreed objectives in a Performance Improvement Plan (PIP).
If the employee’s performance does not improve after the informal process, then a formal performance management process will follow which, depending on whether the employee’s performance improves, may lead to warnings and, ultimately, dismissal.
Employers who want an example of how performance objectives may be presented can also refer to the Performance Improvement Plan – Example.
Formal poor performance hearings and warnings
Where the matter moves to a formal hearing, the Notice Of First Disciplinary Poor Performance Hearing can be used to invite the employee to the meeting.
If a formal warning is required following the hearing, see the Poor Performance and Capability First Formal Warning Letter.
Performance Management Review Procedure is part of Employment. Just £38.50 + VAT provides unlimited downloads from Employment for 1 year.