[{"id":"c05cc16b-590d-438d-9056-fefb0a6fdf24","order":1,"text":"PERFORMANCE IMPROVEMENT PLAN","fontSize":"20","textAlign":"center","bold":true,"underline":false,"marginBottom":"6","cflou":false,"active":true},{"id":"16f82b33-f6a9-4465-a2fc-52335bece4db","order":2,"text":"Confidential — Capability and Performance Management","fontSize":"14","textAlign":"center","bold":false,"underline":false,"marginBottom":"24","cflou":false,"active":true},{"id":"42ec7910-320e-46d6-8b91-560e87d7c7a9","order":3,"text":"This Performance Improvement Plan (the "Plan") is issued by [Employer name] of [Employer registered / trading address] (the "Employer") to [Employee full name] (the "Employee"), who is employed as [Job title] (department or team: [Department / team]), employee reference [Employee / payroll reference].","fontSize":"14","textAlign":"left","bold":false,"underline":false,"marginBottom":"10","cflou":false,"active":true},{"id":"0aff6628-52a0-4014-a4e1-cd7cc5183a54","order":4,"text":"The Employee's continuous employment with the Employer commenced on [Date]. This Plan is administered by [Manager name], [Manager job title] (the "Line Manager").","fontSize":"14","textAlign":"left","bold":false,"underline":false,"marginBottom":"10","cflou":false,"active":true},{"id":"75b98742-546f-491a-9663-8c3555f77115","order":5,"text":"The Plan takes effect on [Date] and shall run for an initial review period of [Number] weeks (the "Review Period"), subject to extension or earlier conclusion in accordance with the provisions below.","fontSize":"14","textAlign":"left","bold":false,"underline":false,"marginBottom":"24","cflou":false,"active":true},{"id":"b2e42a8d-53a1-48e9-8935-c4239b1b896f","order":6,"text":"1. PURPOSE AND STATUS OF THIS PLAN","fontSize":"16","textAlign":"left","bold":true,"underline":true,"marginBottom":"10","cflou":false,"active":true,"marginTop":"10","sectionNum":"S01"},{"id":"2871df9b-e249-4ef1-bc24-64a1052654c5","order":7,"text":"The purpose of this Plan is to set out, clearly and fairly, the respects in which the Employee's performance has fallen below the standard reasonably required of the role, the specific improvements the Employer requires, the support the Employer will provide, and the timescale within which the required improvements must be achieved.","fontSize":"14","textAlign":"left","bold":false,"underline":false,"marginBottom":"10","cflou":false,"active":true},{"id":"f99df89e-89ba-4fc0-9f3d-ede116377373","order":8,"text":"This Plan forms part of the Employer's capability procedure. Capability is a potentially fair reason for dismissal under section 98(2)(a) of the Employment Rights Act 1996. The Plan is intended to give the Employee a genuine and reasonable opportunity to improve before any formal capability sanction is considered, in accordance with the principles of fairness recognised by the Acas Code of Practice on Disciplinary and Grievance Procedures and by established case law.","fontSize":"14","textAlign":"left","bold":false,"underline":false,"marginBottom":"20","cflou":false,"active":true},{"id":"ef1b6061-91d3-4993-b6c3-eb70afb49f52","order":9,"text":"2. NATURE OF THIS PROCESS: CAPABILITY, NOT CONDUCT","fontSize":"16","textAlign":"left","bold":true,"underline":true,"marginBottom":"10","cflou":false,"active":true,"marginTop":"10","sectionNum":"S02"},{"id":"eaf07dbc-8555-446e-ba12-b0ecfc1c09ee","order":10,"text":"This Plan is concerned with capability — that is, the Employee's ability, skill or aptitude to perform the role to the required standard — and not with conduct. It is not a disciplinary sanction and is not intended to imply any allegation of misconduct against the Employee. Where, however, the Employer reasonably concludes that an apparent performance shortfall is in fact attributable to a wilful failure or to misconduct rather than to capability, the Employer reserves the right to deal with the matter under its disciplinary procedure instead, having first made that distinction clear to the Employee.","fontSize":"14","textAlign":"left","bold":false,"underline":false,"marginBottom":"20","cflou":false,"active":true},{"id":"0a965fb3-834a-4c43-9226-cbc4fbfd4753","order":11,"text":"3. PROBATIONARY CONTEXT","fontSize":"16","textAlign":"left","bold":true,"underline":true,"marginBottom":"10","cflou":false,"active":true,"marginTop":"10","displayConditions":[{"field":"0f885349-ca20-4344-a369-e8f018b2b4a9","value":"probation","type":"add","operator":"="}],"sectionNum":"S03"},{"id":"6e85fdc4-aa8e-485c-8ab8-99754c21b7f4","order":12,"text":"The Employee is currently serving a probationary period. This Plan is issued in the context of that probation and is intended to assist the Employee in meeting the standard required for confirmation of appointment. Failure to achieve the required standard within the Review Period may result in the probationary period being extended or in the Employee's appointment not being confirmed, in accordance with the terms of the contract of employment.","fontSize":"14","textAlign":"left","bold":false,"underline":false,"marginBottom":"20","cflou":false,"active":true,"displayConditions":[{"field":"0f885349-ca20-4344-a369-e8f018b2b4a9","value":"probation","type":"add","operator":"="}]},{"id":"ac66c2fe-d4b6-4a87-998c-3e6ebcc20cb6","order":13,"text":"4. EARLIER PERFORMANCE DISCUSSIONS","fontSize":"16","textAlign":"left","bold":true,"underline":true,"marginBottom":"10","cflou":false,"active":true,"marginTop":"10","displayConditions":[{"field":"0d3414bb-64b4-4dcd-bb84-57c244b74c2b","value":"","type":"remove","operator":"="}],"sectionNum":"S04"},{"id":"f32043cd-18e0-45b9-a4c3-d720b0eda98e","order":14,"text":"The Employer records that the matters set out in this Plan have previously been raised with the Employee, including in a discussion or warning on [Date]. This Plan supersedes and consolidates those earlier discussions and sets out the position going forward. The Employee's attention is drawn to the fact that the required improvements have not, to date, been sustained.","fontSize":"14","textAlign":"left","bold":false,"underline":false,"marginBottom":"20","cflou":false,"active":true,"displayConditions":[{"field":"0d3414bb-64b4-4dcd-bb84-57c244b74c2b","value":"","type":"remove","operator":"="}]},{"id":"46a650bf-ac07-4e37-8ea0-56da11f201e1","order":15,"text":"5. SUMMARY OF PERFORMANCE CONCERNS","fontSize":"16","textAlign":"left","bold":true,"underline":true,"marginBottom":"10","cflou":false,"active":true,"marginTop":"10","sectionNum":"S05"},{"id":"777708c7-ab7c-466a-8cb3-9e303321ace1","order":16,"text":"The Employer has identified the following concerns regarding the Employee's performance. These concerns are based on objective evidence, examples of which have been shared with the Employee.","fontSize":"14","textAlign":"left","bold":false,"underline":false,"marginBottom":"10","cflou":false,"active":true},{"id":"d12ebe41-a678-4a6e-90a3-c9318d999e67","order":17,"text":"[Set out the specific performance concerns, with dates and concrete examples]","fontSize":"14","textAlign":"left","bold":false,"underline":false,"marginBottom":"20","cflou":false,"active":true},{"id":"092e7101-1c7c-4db9-98a3-ce4fd83f3e45","order":18,"text":"6. REQUIRED STANDARD AND OBJECTIVES","fontSize":"16","textAlign":"left","bold":true,"underline":true,"marginBottom":"10","cflou":false,"active":true,"marginTop":"10","sectionNum":"S06"},{"id":"3a323a89-2b7a-4b29-b4db-51e3ac9aebec","order":19,"text":"The standard required of the Employee is the standard ordinarily expected of a competent employee performing this role, as reflected in the Employee's job description, any applicable performance standards or targets, and the Employer's policies. That job description and those standards form the agreed reference point against which the Employee's performance will be measured under this Plan.","fontSize":"14","textAlign":"left","bold":false,"underline":false,"marginBottom":"10","cflou":false,"active":true},{"id":"66a70684-c2ab-4bcc-8c95-3ea70fee1af6","order":20,"text":"To achieve that standard, the Employee is required to meet the following specific, measurable, achievable, relevant and time-bound (SMART) objectives during the Review Period:","fontSize":"14","textAlign":"left","bold":false,"underline":false,"marginBottom":"10","cflou":false,"active":true},{"id":"1cc50d3a-9663-44ef-8341-3f43b62d16f5","order":21,"text":"[List the SMART objectives the Employee must achieve, each with its own measure of success and deadline]","fontSize":"14","textAlign":"left","bold":false,"underline":false,"marginBottom":"10","cflou":false,"active":true},{"id":"e05df5cd-bfb1-40b6-826d-1c4c77be4785","order":22,"text":"Where an objective is time-bound to a particular review point, performance against it will be assessed at that point. The Employee is expected to maintain the required standard consistently, and not merely to achieve it on an isolated occasion.","fontSize":"14","textAlign":"left","bold":false,"underline":false,"marginBottom":"20","cflou":false,"active":true},{"id":"9d13c65f-fbbd-4199-8ef0-32949e012e09","order":23,"text":"7. SUPPORT AND RESOURCES PROVIDED BY THE EMPLOYER","fontSize":"16","textAlign":"left","bold":true,"underline":true,"marginBottom":"10","cflou":false,"active":true,"marginTop":"10","sectionNum":"S07"},{"id":"8005f789-7a3b-4529-9809-6c76d820fa06","order":24,"text":"The Employer is committed to supporting the Employee in achieving the required improvements. The following support and resources will be made available:","fontSize":"14","textAlign":"left","bold":false,"underline":false,"marginBottom":"10","cflou":false,"active":true},{"id":"7a181488-cec5-43d2-93c1-46e014174b30","order":25,"text":"[Describe the support: coaching, mentoring, supervision, adjusted workload, resources, etc.]","fontSize":"14","textAlign":"left","bold":false,"underline":false,"marginBottom":"10","cflou":false,"active":true},{"id":"1b1cc601-5731-4ae4-b1e9-034b93ea4517","order":26,"text":"In particular, the Employer will arrange the following training: [Describe the training to be provided and the timescale for it] The Employee is expected to engage fully with that training and to apply the learning in the role.","fontSize":"14","textAlign":"left","bold":false,"underline":false,"marginBottom":"10","cflou":false,"active":true,"displayConditions":[{"field":"02cbaa0a-124b-42b0-9f5e-bb9246762e69","value":"","type":"remove","operator":"="}]},{"id":"079eaad0-a27b-435a-998c-2ed7de41981e","order":27,"text":"If the Employee considers that any further support, resource or adjustment would assist in meeting the objectives, the Employee is encouraged to raise this with the Line Manager at the earliest opportunity so that it can be considered.","fontSize":"14","textAlign":"left","bold":false,"underline":false,"marginBottom":"20","cflou":false,"active":true},{"id":"88997283-b549-422c-8246-1fa1e648384d","order":28,"text":"8. EQUALITY, HEALTH AND REASONABLE ADJUSTMENTS","fontSize":"16","textAlign":"left","bold":true,"underline":true,"marginBottom":"10","cflou":false,"active":true,"marginTop":"10","sectionNum":"S08"},{"id":"cd9de434-3179-4737-a8c4-9d3f0bf7fe5a","order":29,"text":"The Employer will administer this Plan in accordance with its obligations under the Equality Act 2010 and will not discriminate against the Employee in connection with any protected characteristic. If the Employee has a disability within the meaning of that Act, the Employer will consider and, where appropriate, make reasonable adjustments under sections 20 and 21 of the Act to the objectives, timescales, support or working arrangements under this Plan.","fontSize":"14","textAlign":"left","bold":false,"underline":false,"marginBottom":"10","cflou":false,"active":true},{"id":"1cd89c0b-0cde-47a6-982b-042db0c97b27","order":30,"text":"If at any point the Employee considers that there is an underlying reason affecting performance — including any disability, health condition, neurodivergence, caring responsibility or other personal circumstance — the Employee is encouraged to inform the Line Manager promptly. The Employer may, with the Employee's consent, seek occupational health or other professional advice to inform what adjustments or further support may be appropriate.","fontSize":"14","textAlign":"left","bold":false,"underline":false,"marginBottom":"20","cflou":false,"active":true},{"id":"59c96aa5-bd40-4790-8975-ecdea60d28ea","order":31,"text":"9. SICKNESS ABSENCE DURING THE REVIEW PERIOD","fontSize":"16","textAlign":"left","bold":true,"underline":true,"marginBottom":"10","cflou":false,"active":true,"marginTop":"10","sectionNum":"S09"},{"id":"62727bc0-d164-47b9-b9a3-09c43429b17b","order":32,"text":"If the Employee is absent owing to sickness for a significant period during the Review Period, the Employer will consider, acting reasonably, whether the Review Period should be paused for the duration of the absence and extended by an equivalent period, so that the Employee has a fair opportunity to demonstrate the required improvement. The Employee remains subject to the Employer's normal sickness absence reporting and certification requirements throughout.","fontSize":"14","textAlign":"left","bold":false,"underline":false,"marginBottom":"20","cflou":false,"active":true},{"id":"5fc671b0-c24e-4566-b043-29721ca2deb3","order":33,"text":"10. REVIEW MEETINGS AND MONITORING","fontSize":"16","textAlign":"left","bold":true,"underline":true,"marginBottom":"10","cflou":false,"active":true,"marginTop":"10","sectionNum":"S10"},{"id":"463478ad-b814-4f3b-8025-7c1403595948","order":34,"text":"The Employee's progress against the objectives will be reviewed on a [weekly / fortnightly / monthly] basis through scheduled meetings with the Line Manager. At each review the Line Manager and the Employee will discuss progress, identify any difficulties, and agree any further support required. A written record of each review will be kept and a copy provided to the Employee.","fontSize":"14","textAlign":"left","bold":false,"underline":false,"marginBottom":"10","cflou":false,"active":true},{"id":"de8bb11d-819d-4da9-a844-bf00a6d08e21","order":35,"text":"The first formal review meeting is scheduled for [Date]. A final review meeting, at which the Employee's overall performance against the Plan will be assessed, is scheduled for [Date]. The Employer reserves the right to bring forward, postpone or add review meetings as may reasonably be required, giving the Employee reasonable notice.","fontSize":"14","textAlign":"left","bold":false,"underline":false,"marginBottom":"20","cflou":false,"active":true},{"id":"66d56c85-36ae-41a8-993a-c3c84351cb45","order":36,"text":"11. RIGHT TO BE ACCOMPANIED","fontSize":"16","textAlign":"left","bold":true,"underline":true,"marginBottom":"10","cflou":false,"active":true,"marginTop":"10","displayConditions":[{"field":"b832a84f-e832-445a-98df-6d79821da579","value":"","type":"remove","operator":"="}],"sectionNum":"S11"},{"id":"b289ed31-d8bb-4e59-8762-8ad2d4e83ed6","order":37,"text":"At any formal review meeting under this Plan, and at any subsequent formal capability hearing or appeal, the Employee has the right to be accompanied by a colleague or by a trade union representative of the Employee's choosing. The Employee is asked to give the Line Manager reasonable advance notice of the identity of any companion.","fontSize":"14","textAlign":"left","bold":false,"underline":false,"marginBottom":"20","cflou":false,"active":true,"displayConditions":[{"field":"b832a84f-e832-445a-98df-6d79821da579","value":"","type":"remove","operator":"="}]},{"id":"ea210bbe-c02c-48d4-91d0-2a12d15d3193","order":38,"text":"12. CONCERNS ABOUT THIS PLAN","fontSize":"16","textAlign":"left","bold":true,"underline":true,"marginBottom":"10","cflou":false,"active":true,"marginTop":"10","sectionNum":"S12"},{"id":"e48d677c-68ec-4d45-b953-538cd97f5499","order":39,"text":"If the Employee considers that this Plan, or the manner in which it is being operated, is unfair or unreasonable, the Employee should first raise the matter informally with the Line Manager. If the matter cannot be resolved informally, the Employee may raise it formally under the Employer's grievance procedure. Raising a genuine concern or grievance will not of itself result in any detriment to the Employee.","fontSize":"14","textAlign":"left","bold":false,"underline":false,"marginBottom":"20","cflou":false,"active":true},{"id":"8a612b1a-1f7d-4e2d-bea3-61d0070bf443","order":40,"text":"13. PROTECTION FROM DETRIMENT AND VICTIMISATION","fontSize":"16","textAlign":"left","bold":true,"underline":true,"marginBottom":"10","cflou":false,"active":true,"marginTop":"10","sectionNum":"S13"},{"id":"f3e95e6a-2455-4316-adc5-353009fceacc","order":41,"text":"Nothing in this Plan affects the Employee's statutory rights. The Employee will not be subjected to any detriment for making a protected disclosure within the meaning of Part IVA of the Employment Rights Act 1996, for asserting a statutory right, or for doing any protected act under the Equality Act 2010. This Plan is a genuine and good-faith measure to support performance and is not, and must not be used as, a means of retaliation.","fontSize":"14","textAlign":"left","bold":false,"underline":false,"marginBottom":"20","cflou":false,"active":true},{"id":"13736fe8-8c2e-4e30-a341-d51e1c3e44cd","order":42,"text":"14. OUTCOME, FORMAL ACTION AND RIGHT OF APPEAL","fontSize":"16","textAlign":"left","bold":true,"underline":true,"marginBottom":"10","cflou":false,"active":true,"marginTop":"10","sectionNum":"S14"},{"id":"3ce6b5f3-2aae-4285-9ef5-0201e5aec7a3","order":43,"text":"If, at the end of the Review Period, the Employee has achieved and is sustaining the required standard, the Plan will be concluded and the Employee will be so informed in writing. The Employer may put in place reasonable arrangements to monitor that the improvement is maintained.","fontSize":"14","textAlign":"left","bold":false,"underline":false,"marginBottom":"10","cflou":false,"active":true},{"id":"dc1a7dd8-45eb-467a-b7a7-d9b139c36230","order":44,"text":"If the required standard has not been achieved, the Employer may, acting reasonably and within the band of reasonable responses open to a reasonable employer, either extend the Review Period to allow a further opportunity to improve, or progress the matter to the formal stages of its capability procedure. Formal action may result in a first written warning, a final written warning and, ultimately, dismissal on the ground of capability where the required improvement is not achieved.","fontSize":"14","textAlign":"left","bold":false,"underline":false,"marginBottom":"10","cflou":false,"active":true},{"id":"29830522-1979-49c2-8ac6-19556859f31a","order":45,"text":"Any formal capability sanction will be imposed only after a fair procedure, including written notice of the concerns, a hearing at which the Employee may state their case and be accompanied, a reasoned decision communicated in writing, and a right of appeal. Any appeal must be made in writing to the person identified in the decision letter, normally within five working days of receiving it, and will be heard by a manager who was not involved in the original decision wherever reasonably practicable.","fontSize":"14","textAlign":"left","bold":false,"underline":false,"marginBottom":"20","cflou":false,"active":true},{"id":"2ab56b09-ae37-4fb0-84c8-1e16c3f785e9","order":46,"text":"15. STATUS OF THIS PLAN","fontSize":"16","textAlign":"left","bold":true,"underline":true,"marginBottom":"10","cflou":false,"active":true,"marginTop":"10","sectionNum":"S15"},{"id":"ef996ffb-63b2-4843-b16d-74226dc75547","order":47,"text":"This Plan does not vary the Employee's contract of employment and creates no new contractual entitlement. It does not of itself constitute a formal warning unless this Plan or a subsequent letter expressly states otherwise. The Plan is without prejudice to, and does not fetter, the Employer's right to invoke its capability or disciplinary procedure at any stage where the circumstances reasonably warrant. No delay or indulgence by the Employer in operating this Plan shall be treated as a waiver of any of its rights.","fontSize":"14","textAlign":"left","bold":false,"underline":false,"marginBottom":"20","cflou":false,"active":true},{"id":"6d373623-fb35-478b-998e-08a2d56c2b16","order":48,"text":"16. CONFIDENTIALITY AND DATA PROTECTION","fontSize":"16","textAlign":"left","bold":true,"underline":true,"marginBottom":"10","cflou":false,"active":true,"marginTop":"10","sectionNum":"S16"},{"id":"211385eb-313d-4b1d-8d99-d3b5377a7f0b","order":49,"text":"This Plan and the records of the reviews conducted under it are confidential to the Employee, the Line Manager and those within the Employer's organisation who need to be involved in the performance management or any related process. The Employer will process any personal data arising under this Plan in accordance with the UK General Data Protection Regulation and the Data Protection Act 2018, lawfully, fairly and only for the purposes of managing the Employee's performance and employment.","fontSize":"14","textAlign":"left","bold":false,"underline":false,"marginBottom":"10","cflou":false,"active":true},{"id":"705d1e3f-1e20-484b-a09c-b3d36b56989a","order":50,"text":"Records relating to this Plan will be retained on the Employee's personnel file for no longer than is necessary for those purposes and in accordance with the Employer's data retention policy, after which they will be securely deleted. The Employee may exercise their data subject rights in accordance with that legislation.","fontSize":"14","textAlign":"left","bold":false,"underline":false,"marginBottom":"20","cflou":false,"active":true},{"id":"4b912d01-21d0-487f-8437-fb22b1f27f8e","order":51,"text":"17. ACKNOWLEDGEMENT","fontSize":"16","textAlign":"left","bold":true,"underline":true,"marginBottom":"10","cflou":false,"active":true,"marginTop":"10","sectionNum":"S17"},{"id":"060d822c-306e-44fd-ac54-36b1e35d11f9","order":52,"text":"By signing below, the Employee acknowledges that this Plan has been explained and discussed, that the objectives and timescales have been understood, and that a copy has been provided. The Employee's signature is an acknowledgement of receipt and does not necessarily indicate agreement with the matters recorded.","fontSize":"14","textAlign":"left","bold":false,"underline":false,"marginBottom":"24","cflou":false,"active":true},{"id":"057fb4f1-6b97-4d44-be91-a2916ee36b3e","order":53,"text":"Issued at [Place] on [Date].","fontSize":"14","textAlign":"left","bold":false,"underline":false,"marginBottom":"30","cflou":false,"active":true},{"id":"50d27145-c3ff-4e7f-8c0b-af0face57e28","order":54,"text":"Signed for and on behalf of the Employer","fontSize":"14","textAlign":"left","bold":true,"underline":false,"marginBottom":"6","cflou":false,"active":true},{"id":"2d65a9d1-8690-435a-9524-956bd60bf5e6","order":55,"text":"Name: [Manager name]","fontSize":"14","textAlign":"left","bold":false,"underline":false,"marginBottom":"4","cflou":false,"active":true},{"id":"b7f1e2b4-697b-44e0-a0dd-de62078449f7","order":56,"text":"Title: [Manager job title]","fontSize":"14","textAlign":"left","bold":false,"underline":false,"marginBottom":"4","cflou":false,"active":true},{"id":"aa9b0bae-a2b8-40f5-be42-91d193bbae6e","order":57,"text":"Signature: ___________________________ Date: ___________________","fontSize":"14","textAlign":"left","bold":false,"underline":false,"marginBottom":"24","cflou":false,"active":true},{"id":"f971143a-c0d0-4bde-8a05-dcaba845a132","order":58,"text":"Acknowledged by the Employee","fontSize":"14","textAlign":"left","bold":true,"underline":false,"marginBottom":"6","cflou":false,"active":true},{"id":"23d36058-9429-44cb-858c-26ff90113321","order":59,"text":"Name: [Employee full name]","fontSize":"14","textAlign":"left","bold":false,"underline":false,"marginBottom":"4","cflou":false,"active":true},{"id":"6fee92b5-9265-40f7-9603-803b81301303","order":60,"text":"Signature: ___________________________ Date: ___________________","fontSize":"14","textAlign":"left","bold":false,"underline":false,"marginBottom":"10","cflou":false,"active":true}]