Aperformance improvement plan process is often undertaken at the same time as formal disciplinary proceedings based on your capability.Employers must follow a fair processin all the circ*mstances, if they wish torely on such process as justification for any subsequentdismissal.
Many employers will opt for an informal process first. Usually this entails discussions on an amicable basis in the hope any capability issues can be resolved at an early stage.APIP can be dealt with without a formal disciplinary processin place runningalongside, but more often than not, it will be linked to disciplinary proceedings.If your employer does opt for formaldisciplinary proceedings in relation to your performance, you should expect the following minimumprocess, which is in accordance with the ACAS Code of Practice:
- You should be notified in writing inadvance ofany disciplinary meeting, and be provided withsufficient information aboutyour alleged poor performance and the possible consequences.
- A meeting should then be held with you to discuss theissues as soon as possibleafter this notification, but allowing you reasonable time to prepare your case. When it comes to disciplinary meetings, you have the statutory right to be accompanied by either a colleague or a trade union representative, subject to a reasonable request.
- After the meeting, a decision should be taken as to whether or not disciplinary action is justified, and again, you should be informed in writing. It may be that if your poor performance is sufficiently serious, it would be appropriate for your employer to issue a final written warning straight away, rather thana first written warning.
- The first written warning should set out the nature of the poor performance, and the improvement in performance required with a timescale to improve. This is where the formal improvement plan may kick in, although your employer could simply rely ona warning together with a simple list of required improvements with appropriate timescales.You should also be told how long the warning will remain live and the consequences of your failure to improve in the period notified to you.
- As with any disciplinary action, you should have the opportunity to appeal against any decision your employer makes when it comes to poor performance.
- It is important to note that you can always raise a formal grievance alongside any disciplinary action, so the PIP is able to be challenged without having to wait for the outcome.
- If you fail to improve after the first or final warning, this could ultimately lead to your dismissal based on your capability although you would usuallybe expected to have one final extension of time under a PIP (or new PIP) in which toimprove.
Where thePerformance Improvement Plan is adopted within the above process,it should:
- Identify the reasons for yourpoor performance.
- Set out where you are failing.
- Explainhow youare required to improve, andwith clear objectives.
- Give you a reasonable opportunity and time to improve, and provide appropriatetimescales forreviews.
- Warn you of the consequences should you fail to improve (e.g. dismissal)
If you are successful in meeting the objectives under the PIP then, the disciplinary process against you will fall away, although any warnings you have been given may remain on your records for a period of time in accordance with your employers policy.
Philip Landau and his employment law team are highly experienced in advising on all aspects of the performance improvement plan, includingany settlement negotiations, when and how they should be started, and the appropriate strategy if they are not successful.
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We can advise you wherever you are in the UK. We do not need to see you.
FAQs
A PIP is a formal document that outlines areas where your performance is falling short and sets out specific actions you need to take to improve. While receiving a PIP can be difficult, it's important to remember that it's not necessarily the end of the road.
What is the difference between a performance plan and a performance improvement plan? ›
The content and overall goal of a PIP is similar to that of a general reprimand or write-up. However, these are only written warnings placed on file without offering steps to address the situation. Alternatively, performance plans outline the problem and the necessary steps for remedying it.
What is the process of performance improvement plan? ›
A performance improvement plan (PIP), also known as a performance action plan, is a formal document that outlines an employee's performance deficiencies, along with a timeline and goal-oriented plan to help them improve.
Is a performance improvement plan a warning? ›
A PIP is usually used when an employee has a performance gap that can be resolved with coaching, training, or feedback. A PIP is not a punishment, but a supportive tool to help the employee succeed.
What is the performance planning process? ›
What is Performance Planning? Performance planning is a strategic process that ensures that an organization's goals are met by its employees. It involves setting specific, measurable, achievable, relevant, and time-bound goals for employees, and then creating a plan to help them meet those goals.
Does pip lead to termination? ›
While being on a PIP doesn't necessarily mean termination, it is definitely a red flag in your career if you don't tackle it wisely. Before taking any action, schedule a 1:1 with your manager and get to know about the decision being taken and if there is a way it can be delayed or excempted.
How many employees survive a pip? ›
A recent poll from Blind found that 41% of respondents who had been put on a performance improvement plan passed them and remained in their roles. So, if you truly want to stay at your job and your employer truly wants the same, there is a strong possibility you can reach that common goal.
Can I resign during pip? ›
It is in your best interest to resign on your own. Instead of waiting for your employer to terminate you at the end of PIP. And yes, you can resign at this stage. The salary which is on hold will get paid out to you sooner or later.
What happens if I fail a pip? ›
If you fail to improve after the first or final warning, this could ultimately lead to your dismissal based on your capability although you would usually be expected to have one final extension of time under a PIP (or new PIP) in which to improve.
Can you refuse a pip? ›
Even if you don't agree with the decision, a PIP is work assigned by the employer, and refusing to act on it gives them a legitimate reason to take disciplinary action or terminate employment.
PIPs are beatable, says Henderson. “You can absolutely come back from a PIP if you are with an organization that means a lot to you, you love your job, and you really want to keep it, then take the PIP seriously.”
When your boss puts you on a performance improvement plan? ›
What To Do If You Get A PIP? If you're placed on a PIP at work, you'll want to get a clear understanding of why you were placed on it in the first place, as well as how success will be measured by your employer. You'll also want to understand whether the company is using the tool to coach you or push you out the door.
How serious is a performance improvement plan? ›
A PIP is a formal document to let an employee know about recurring performance issues. The performance improvement plan (PIP) indicates that the employee is not meeting expectations for their job, and without an improvement, they'll be let go. There's no denying that receiving a PIP is extremely unpleasant.
What are the 5 steps of the performance process? ›
All five component processes (i.e., planning, monitoring, developing, rating, rewarding) work together and support each other, resulting in natural, effective performance management. Effective employee performance management encompasses the five key components presented above.
What is included in a performance plan? ›
The role of the performance plan
It's an opportunity to set the scene and plan by discussing and agreeing: outputs, projects and deliverables – what you are going to do • conduct and behaviour – how you are going to do it • knowledge and skills – that you need to do on the job.
How do you create a performance plan? ›
Eight Steps to Creating a Great Employee Performance Plan
- Joint Planning & Communication. ...
- Seek Agreement on Measurable Results. ...
- Establish Clear & Explicit Goals. ...
- Establish a Year-Round Communication Process. ...
- Promote Professional Development. ...
- Identify Corrective Action Needs. ...
- Identify the Consequences.
What is a Politically Exposed Person (PEP) or a Prominent Influential Person (PIP)? While registering you will encounter a section asking you to identify if you are a Politically Exposed Person (PEP), a Prominent Influential Person (PIP) or a family member or known associate of such persons.
What is the difference between IDP and PIP? ›
While an IDP is meant to help employees stretch themselves to reach their professional goals, a performance improvement plan (PIP) is used when employees are struggling to meet baseline job performance standards.
What is the difference between PIP and PDP? ›
A PDP is proactive, focusing on growth and future potential. A PIP is reactive, addressing current performance deficiencies.
What does being put on a pip mean? ›
No matter which scenario resonates with you, you may be surprised to find yourself on a performance improvement plan (PIP). The overall goal of a PIP is to give employees with performance issues the tools and an opportunity to improve before facing other actions, such as termination.
