Welcome to HR Docs
Choose your region or use the Search option to access the documents
NIP06L05 – Letter of invitation to a formal capability hearing following an informal performance management process with no improvement
superAdmin2022-10-06T12:48:46+00:00Categories: All jurisdictions, NI/GB region|Tags: Performance Management|
This is a letter of invitation to a formal capability hearing following an informal performance management process with no improvement. Download
NIP06L04 – Letter rescheduling an informal performance review meeting to discuss concerns
superAdmin2022-10-06T12:48:06+00:00Categories: All jurisdictions, NI/GB region|Tags: Performance Management|
This is letter to reschedule an informal invitation to a performance review meeting to discuss concerns regarding performance. Download
NIP06L03 – Letter of Invitation to an Informal Performance Review Meeting to discuss concerns
superAdmin2022-10-06T12:48:00+00:00Categories: All jurisdictions, NI/GB region|Tags: Performance Management|
This is an informal invitation to a performance review meeting to discuss concerns regarding performance. Download
NIP06L02 – Letter confirming what has been agreed at a performance review meeting
superAdmin2024-10-28T17:53:56+00:00Categories: All jurisdictions, NI/GB region|Tags: Performance Management|
This letter confirms what has been agreed at a performance review meeting including what improvements are required, any training needed and the timeframes. It also outlines the date of the next review meeting. Download
NIP06F02 – Performance Management Action Plan
superAdmin2024-10-28T17:52:40+00:00Categories: All jurisdictions, NI/GB region|Tags: Performance Management|
This performance improvement plan should be used where an employee is underperforming as it documents what improvements are required and the specific timeframes. Download
NIP06F01 – Performance Management Audit
superAdmin2022-10-06T12:45:28+00:00Categories: All jurisdictions, NI/GB region|Tags: Performance Management|
This audit forms assists employers in analysing what gaps they have in their performance management systems and techniques and helps to devise an effective action plan. Download
IEIP07L03 – Letter of Invitation to an Informal Performance Review Meeting to discuss concerns
superAdmin2022-10-06T13:14:02+00:00Categories: All jurisdictions, ROI region|Tags: Performance Management|
This is an informal invitation to a performance review meeting to discuss concerns regarding performance. Download
IEP07LO2 – Letter confirming what has been agreed at a performance review meeting
superAdmin2022-10-06T13:13:57+00:00Categories: All jurisdictions, ROI region|Tags: Performance Management|
This letter confirms what has been agreed at a performance review meeting including what improvements are required, any training needed and the timeframes. It also outlines the date of the next review meeting. Download
IEP07F02 – Performance Management Action Plan
superAdmin2022-10-06T13:21:31+00:00Categories: All jurisdictions, ROI region|Tags: Performance Management|
This performance improvement plan should be used where an employee in underperforming as it documents what improvements are required and the specific timeframes. Download
NIP06S01 – Script for an Informal Performance Review Meeting
superAdmin2024-10-28T18:10:36+00:00Categories: All jurisdictions, NI/GB region|Tags: Performance Management|
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).
NIP06H02 – How to give effective feedback – HR Team’s 7 step guide form
superAdmin2022-08-12T14:54:06+00:00Categories: All jurisdictions, NI/GB region|Tags: Performance Management|
This guide gives employers a structured technique to deliver feedback to an employee who is underperforming.
NIP06H03 – Key Performance Indicators Examples
superAdmin2022-08-10T18:28:12+00:00Categories: All jurisdictions, NI/GB region|Tags: Performance Management|
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.
NIP06F03 – KPI Setting Form
superAdmin2022-08-10T18:28:12+00:00Categories: All jurisdictions, NI/GB region|Tags: Performance Management|
This template form assists managers in setting targets as well as determining how often these will be reviewed and how they will be measured.
NIP06F04 – Daily Team Briefing for effective day-to-day performance management form
superAdmin2022-08-10T18:28:12+00:00Categories: All jurisdictions, NI/GB region|Tags: Performance Management|
This form gives a template guide on how to conduct a daily team briefing.
NIP06L06 – Letter confirming a formal verbal warning due to under-performance
superAdmin2022-08-10T18:28:12+00:00Categories: All jurisdictions, NI/GB region|Tags: Performance Management|
This is a outcome of a formal capability hearing informing the employee of a verbal warning. Note that this letter should not be issued unless a formal hearing has been completed.
NIP06L07 – Letter confirming a formal written warning due to under-performance
superAdmin2022-08-10T18:28:12+00:00Categories: All jurisdictions, NI/GB region|Tags: Performance Management|
This is a outcome of a formal capability hearing informing the employee of a written warning. Note that this letter should not be issued unless a formal hearing has been completed.
NIP06L08 – Letter confirming a formal final written Warning due to under-performance
superAdmin2022-08-10T18:28:12+00:00Categories: All jurisdictions, NI/GB region|Tags: Performance Management|
This is a outcome of a formal capability hearing informing the employee of a final written warning. Note that this letter should not be issued unless a formal hearing has been completed.
NIP06L09 – Letter confirming a disciplinary sanction other than a warning or dismissal
superAdmin2024-10-28T18:22:11+00:00Categories: All jurisdictions, NI/GB region|Tags: Performance Management|
This is a outcome of a formal capability hearing informing the employee of another sanction other than a warning or dismissal. Note that this letter should not be issued unless a formal hearing has been completed.
NIP06L10 – Letter confirming the dismissal of an employee for under-performance after having followed a performance management or capability procedure
superAdmin2022-08-10T18:28:12+00:00Categories: All jurisdictions, NI/GB region|Tags: Performance Management|
This is a outcome of a formal capability hearing informing the employee of dismissal. Note that this letter should not be issued unless a formal hearing has been completed.
NIP06S02 – Script for a formal capability hearing regarding underperformance
superAdmin2024-10-28T18:26:07+00:00Categories: All jurisdictions, NI/GB region|Tags: Performance Management|
This script can be used for a formal capability meeting regarding underperformance. 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 however as this is a formal meeting, which may result in a formal sanction, all issues of concern that are raised must have already been addressed in an informal context (informal performance review meeting]. The employee must have been invited in writing to this meeting, via formal letter, given the opportunity to be accompanied by a work colleague or a trade union representative and have been given 48 hours’ notice.
NIP06L11 – Letter of invitation to a formal appeal hearing following a capability sanction regarding performance
superAdmin2022-08-10T18:28:12+00:00Categories: All jurisdictions, NI/GB region|Tags: Performance Management|
This is a letter of invitation to a formal appeal hearing following a capability sanction regarding performance
NIP06L12 – Letter of outcome of a performance management appeal process
superAdmin2022-08-10T18:28:12+00:00Categories: All jurisdictions, NI/GB region|Tags: Performance Management|
This is a letter of outcome of a performance management appeal process
NIP06H01 – How-to guide Performance Management
superAdmin2024-10-28T17:51:42+00:00Categories: All jurisdictions, NI/GB region|Tags: Performance Management|
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.
NIP06L01 – Letter of concern performance management
superAdmin2022-08-10T18:28:12+00:00Categories: All jurisdictions, NI/GB region|Tags: Performance Management|
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.
NIP06P01 – Performance Management policy
superAdmin2022-08-10T18:28:12+00:00Categories: All jurisdictions, NI/GB region|Tags: Performance Management|
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.
IEP07L07 – Letter confirming a formal written warning due to under-performance
superAdmin2022-08-10T18:25:28+00:00Categories: All jurisdictions, ROI region|Tags: Performance Management|
This is a outcome of a formal capability hearing informing the employee of a written warning. Note that this letter should not be issued unless a formal hearing has been completed.
IEP07H02 – Performance Management Audit – form needs uploaded again due to mistake
superAdmin2022-08-12T15:18:00+00:00Categories: All jurisdictions, ROI region|Tags: Performance Management|
This audit forms assists employers in analysing what gaps they have in their performance management systems and techniques and helps to devise an effective action plan.
IEP07S01 – Script for an Informal Performance Review Meeting
superAdmin2022-08-10T18:25:28+00:00Categories: All jurisdictions, ROI region|Tags: Performance Management|
This script can be used for an informal performance review meeting needs to take place, 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).
IEP07H03 – Key Performance Indicators Examples
superAdmin2022-08-10T18:25:28+00:00Categories: All jurisdictions, ROI region|Tags: Performance Management|
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.
IEP07F03 – KPI Setting Form
superAdmin2022-08-10T18:25:28+00:00Categories: All jurisdictions, ROI region|Tags: Performance Management|
This template form assists managers in setting targets as well as determining how often these will be reviewed and how they will be measured.
IEP07F04 – Daily Team Briefing for effective day-to-day performance management form
superAdmin2022-08-10T18:25:28+00:00Categories: All jurisdictions, ROI region|Tags: Performance Management|
This form gives a template guide on how to conduct a daily team briefing.
IEP07L05 – Letter of invitation to a formal capability hearing following an informal performance management process with no improvement
superAdmin2022-08-10T18:25:28+00:00Categories: All jurisdictions, ROI region|Tags: Performance Management|
This is a letter of invitation to a formal capability hearing following an informal performance management process with no improvement
IEP07L06 – Letter confirming a formal verbal warning due to under-performance
superAdmin2022-08-10T18:25:28+00:00Categories: All jurisdictions, ROI region|Tags: Performance Management|
This is a outcome of a formal capability hearing informing the employee of a verbal warning. Note that this letter should not be issued unless a formal hearing has been completed.
IEP07L08 – Letter confirming a formal final written Warning due to under-performance
superAdmin2022-08-10T18:25:28+00:00Categories: All jurisdictions, ROI region|Tags: Performance Management|
This is a outcome of a formal capability hearing informing the employee of a final writtenl warning. Note that this letter should not be issued unless a formal hearing has been completed.
IEP07L09 – Letter confirming a disciplinary sanction other than a warning or dismissal
superAdmin2022-08-10T18:25:28+00:00Categories: All jurisdictions, ROI region|Tags: Performance Management|
This is a outcome of a formal capability hearing informing the employee of another sanction other than a warning or dismissal. Note that this letter should not be issued unless a formal hearing has been completed.
IEP07L10 – Letter confirming the dismissal of an employee for under-performance after having followed a performance management or capability procedure
superAdmin2022-08-10T18:25:28+00:00Categories: All jurisdictions, ROI region|Tags: Performance Management|
This is a outcome of a formal capability hearing informing the employee of dismissal. Note that this letter should not be issued unless a formal hearing has been completed.
IEP07S02 – Script for a formal capability hearing regarding underperformance
superAdmin2022-08-10T18:25:28+00:00Categories: All jurisdictions, ROI region|Tags: Performance Management|
This script can be used for a formal capability meeting regarding underperformance. 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 however as this is a formal meeting, which may result in a formal sanction, all issues of concern that are raised must have already been addressed in an informal context (informal performance review meeting]. The employee must have been invited in writing to this meeting, via formal letter, given the opportunity to be accompanied by a work colleague or a trade union representative and have been given 48 hours’ notice.
IEP07L11 – Letter of invitation to a formal appeal hearing following a capability sanction regarding performance
superAdmin2022-08-10T18:25:28+00:00Categories: All jurisdictions, ROI region|Tags: Performance Management|
This is a letter of invitation to a formal appeal hearing following a capability sanction regarding performance
IEP07L12 – Letter of outcome of a performance management appeal process
superAdmin2022-08-10T18:25:28+00:00Categories: All jurisdictions, ROI region|Tags: Performance Management|
This is a letter of outcome of a performance management appeal process
IEP07P01 – Performance Management policy
superAdmin2022-08-10T18:25:22+00:00Categories: All jurisdictions, ROI region|Tags: Performance Management|
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.
IEP07L04 – Letter rescheduling an informal performance review meeting to discuss concerns
superAdmin2022-08-10T18:25:22+00:00Categories: All jurisdictions, ROI region|Tags: Performance Management|
This is letter to reschedule an informal invitation to a performance review meeting to discuss concerns regarding performance.
IEP07H01 – How to guide Performance Management
superAdmin2022-08-10T18:25:22+00:00Categories: All jurisdictions, ROI region|Tags: Performance Management|
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.
IEP07L01 – Letter of concern performance management
superAdmin2022-08-10T18:25:22+00:00Categories: All jurisdictions, ROI region|Tags: Performance Management|
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.