Performance improvement plan, with review record and outcome letters
A single format from the Performance Management pack. Appointment letter and standing orders · ss.2(zh), 2(zr), 70, 71 and 83 IR Code 2020 · ss.17(2) and 18 Code on Wages 2019.
- 11 pages
- 184
- Word and PDF
- 30 October 2026
- 30 October 2026
What it covers
- 1Performance improvement plan, with review record and outcome lettersAppointment letter and standing orders · ss.2(zh), 2(zr), 70, 71 and 83 IR Code 2020 · ss.17(2) and 18 Code on Wages 2019
Not included
What you will still need outside this format:
- The charge sheet, suspension, inquiry and punishment formats, which are in the Exit and IR formats pack
- The notice of retrenchment and the notice to the appropriate Government, where a worker's employment ends for performance (Exit and IR formats)
- The salary revision letter and the wage-base working paper that follow the appraisal
- The Company's own appraisal and compensation policy, rating guide and increment budget
- State Shops and Establishments Act requirements on termination, and advice on a specific case
Read the opening
The first part of the format, as it downloads. Blanks are highlighted.
Before you issue a plan, check five things. (1) Performance or conduct? A plan addresses capability: the employee is trying but not reaching the standard. Refusal to do the work, deliberate slowing down or repeated negligence is conduct; use the letter of caution and final warning in this pack or the charge sheet in the Exit and IR formats. (2) Is the standard clear? The gaps must be measured against goals or a job description the employee has already seen, normally the appraisal record. (3) Category of the employee. Record whether the employee is a "worker" under s.2(zr) of the IR Code 2020, which excludes persons employed mainly in a managerial or administrative capacity and supervisors drawing wages of more than Rs 18,000 a month; it decides the route if the plan fails (Part 5). (4) Protected situations. Where the employee has a pending grievance or POSH complaint, has recently made a whistle-blower complaint, is pregnant or on maternity leave (no discharge during maternity absence, s.68 Code on Social Security 2020), or has a disability, particularly one acquired in service (the equal opportunity policy under s.21 of the Rights of Persons with Disabilities Act 2016 applies, and in a Government establishment s.20(4) bars dispensing with the employee or reduction in rank on that account), HR and legal review the plan before it issues. (5) Duration of 60 to 90 days, with a review every fortnight. A shorter plan is defensible only where the role has a short measurement cycle, such as monthly sales, and at least two full cycles fall within it.
Part 1 · Performance improvement plan
On the letterhead of [Name of the Company] · Private and confidential · Hand delivered against acknowledgement