Normally this would involve inviting the employee to a meeting to discuss their performance, setting out your concerns and then setting a performance improvement plan (often called a “PIP”) which sets out the necessary improvements. If the required improvements are not made then formal meetings are arranged, resulting in performance improvement warnings and ultimately, if there is no/insufficient improvement, the employee may be dismissed. For a clear visual explanation of the process please refer to the following flowchart:
P2: flowchart of performance management process
The performance improvement process broadly involves:
P3: Invitation to stage 1 performance improvement meeting
P7: Letter of invitation to short serving employee potential dismissal for poor performance
P15: Guide to Conducting Formal Performance Improvement Meetings
P8: Written warning (poor performance)
P12: Termination of Employment Short Serving Employee (Poor Performance)
P4: Invitation to stage 2 performance improvement meeting
P9: Final Written Warning (Poor Performance)
P5: Invitation to stage 3 performance improvement meeting.
P10:Termination of Employment (Poor Performance)
P9: Invitation to Appeal Hearing
P16: Guide to Conducting Appeal hearing
P11: Appeal Hearing Outcome Letter
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