A number of my client’s have recently come to me for help as they have been placed on an Performance Improvement Plan by their employer. Being placed on an Performance Improvement Plan can be incredibly stressful for an employee. Please read on for more information about Performance Improvement Plan.
What is a Performance Improvement Plan
A Performance Improvement Plan is a process that an employee can be placed on by their employer. It is often used when an employer considers that an employee’s performance or capability is falling below the necessary standard.
A few of common examples of when a Performance Improvement Plan may be implemented are:
- Where an employee has failed to meet their expected targets
- Where an employee has failed to comply with company policy or procedure
- Where an employee is not complying with their job description
Please note the above list is not exhaustive. Each employer will have their own list of scenarios of when a Performance Improvement Plan may be implemented.
A Performance Improvement Plan should be a fair and reasonable process. It should not be viewed as a negative process or used as a punishment. It should be a process by which the employer and employee can discuss any concerns regarding capability and performance and assist the employee in getting back on track.
How Should a Performance Improvement Plan Be Conducted?
Your employer should have a specific policy to deal with Performance Improvement Plans. It is very important that your employer follows their own policy. Procedural issues or inaccuracies may allow an employee to challenge the Performance Improvement Plan.
An employee should be invited to a formal meeting with their manager / HR consultant. In that meeting the Performance Improvement Plan should be clearly explained to the employee.
The employee should be made aware of the following points:
- The reason that they are being place on a Performance Improvement Plan
- What objectives / targets are being set
- What does the employer expect them to do in order to meet these targets
- What guidance, support or training will the employer offer to support the employee
- What is the deadline to meet the objectives / targets
- Is there a consequence / sanction for failing to meet the targets by the deadline.
The details of the Performance Improvement Plan should be clearly documented and made available to the employee.
What To Do If You Consider the Performance Improvement Plan Is Unfair?
If you consider the Performance Improvement Plan is unfair, you should raise this with your manager as soon as possible. It may be possible to informally resolve matters. If it is not possible to resolve matters informally, you should raise a formal grievance in which you clearly explain the reasons you consider the Performance Improvement Plan is unfair.
How Can Lincs Law Employment Solicitors Help You
If you have been placed on a performance improvement plan and you require further advice and assistance, please call us on 01552 440512 for a free, no obligation, telephone call. For more information on performance improvement plans, please see our website: https://lincslaw.co.uk/services/employees/workplace-problems/performance-procedures/
Specialist Employment Solicitor.