This template form assists managers in setting targets as well as determining how often these will be reviewed and how they will be measured.

This document will assist organisations with suggestions on how to set specific key performance indicators, which will feed into an effective performance management system and help to measure employee performance. Note – every sector is different and you can choose what is relevant to your business.

This script can be used for an informal performance review meeting, and may potentially lead to a formal capability hearing. Employers should bear in mind that the employee must always have the opportunity to respond to the concerns in an informal context before being invited to a formal capability hearing regarding performance. It is important to be as specific as possible regarding any under-performance. Examples should be used, and nothing new should be raised at the next stage (the formal capability hearing).

This guide gives employers a structured technique to deliver feedback to an employee who is underperforming.

This guide gives employers practical information on how to manage day to day performance. It focuses on basic but effective tools that support good performance management; such as setting basic standards, expectations and targets followed by regular feedback and communication.

This letter should be provided to an employee after an informal performance improvement meeting. This is not a formal warning but will provide clarity to an employee in a documented way, that any further underperformance may lead to formal disciplinary action.

This policy should be used when an employee’s performance has been identified as falling below an acceptable level. Its purpose is to provide a framework for resolving the issue, ideally through the improvement of the employee’s performance. As a last resort, the policy specifies the circumstances in which the employee may be redeployed to more suitable work or dismissed on the ground of capability.

This how to guide gives employers and line managers some helpful tips on how to conduct an effective performance appraisal process, ensuring that the process is productive, constructive and positive for the employee and not a ‘tick-box exercise.

This form should only be used for Employees undergoing an annual appraisal. This form details the objectives agreed for the year ahead.

If a line manager fails to prepare properly for an appraisal interview, the employee being interviewed will quickly sense and resent this. This guide provides the essential do’ and don’ts for the line manager.

The performance appraisal should be an overview of performance and an opportunity to provide constructive feedback as well as recognize work well done by the employee. It should not be held in an investigatory context or followed up with a notification of concern. However, if there are areas of concern, areas of improvement can be agreed upon. This letter can be used to outline the concerns to the employee.

This form can be used to appraisee an employee’s performance. This form is first completed by the employee and then completed by the line manager. The form includes a rating system for both the employee and line manager to rate performance.

The performance appraisal is an extremely effective tool in the performance management process. This policy outlines the organisation procedure for appraisals. The policy covers areas such as features of the appraisal, guidance for the manger and the employee, outcomes from the appraisal and record keeping.

This letter should be sent to employees outlining that the organisation is looking into launching a stakeholder pension scheme. The letter contains details of what this would mean for the employees

This letter outlines to an employee the criteria set out in the Pensions Act pertaining to enrolment in the organisations pension scheme. This letter informs the employee that the organisation will either begin to contribute or continue to contribute to their pension

This contract clause can be included in an employees contract of employment to inform them that eligible employees will be automatically enrolled into the organisations pension scheme

This policy contains information about the organisations pension scheme. This policy explains that eligible jobholders are automatically enrolled, and that there is an option to opt out of the scheme

This letter should be sent to an employee who has been requested to relocate for work. This letter should outline to the employee a number of expenses that the organisation are willing to contribute towards

This letter should be sent to a former employee that has recently left the organisation to inform them that they have been overpaid in error. The letter should detail what the error was, and seek to arrange repayment

This letter should be sent to an employee that has been overpaid in error – explaining the error to the employee, and arranging for repayment

This letter can be sent to notify an employee that they will not be receiving a performance related bonus. The letter should outline clearly to the employee why they will not be receiving the bonus on this occasion.

This letter can be sent to notify an employee that a performance related bonus has been paid . This letter should contain details of the bonus payment

This letter should be sent to an employee who is leaving the organisation that required a deduction from their final pay. This letter explains to the employee the reason for the deduction

This letter should be sent to an employee who has requested a pay rise, informing them that their request has not been approved. The reason why the request has not been approved should be explained in the letter

This letter can be issued to an employee whose salary is being increased. The letter should outline the details of the pay increase

This letter can be used in the instance where it is required to make a deduction from a former employees pay. This letter contains options for whether the employee has received their final pay or not

This letter can be used when an employee has been overpaid, given too much annual leave, or any other occasion where a deduction is required. This letter arranges repayment, and gives options depending on whether the repayment is to be paid in instalments or as a lump sum

This letter should be sent to an employee when the organisation is not in a position to increase pay to employees due to a reduction in business

This letter should be sent to an employee when a salary sacrifice has been agreed. This letter outlines the terms of the salary sacrifice.

This clause can be included in the contract of senior employees. This clause outlines various expenses that may be included in the clause of a senior employee.