What happens if further evidence/documents are received by the manager after the first meeting has been held, that change the context of the problem?
The evidence should be reviewed by the manager, and the member of staff should be invited to discuss it. It could result in the 3 options below: • If following the conversation it emerges that member of staff’s performance has not fallen below a satisfactory level the process will end here. • If the additional evidence/documents and subsequent conversation with the member of staff establish that there are more instances of unsatisfactory performance than first thought, the Performance Improvement Plan should be redrafted in consultation with the member of staff to ensure further targets are identified. • If it is established that there may now be a conduct issue, the manager should advise the member of staff that this will be investigated and addressed. Advice should be sought from your HR Adviser concerning the severity of the conduct issue and whether it can be addressed as part of the performance management process.
