Why do we have this?

To give you guidance for how to trigger a Performance Recovery Plan (PRP) for one of your team members.

We also give general advice around how to set goals and communicate with the team member during the plan.

Table of contents

Who does what?

We use the DACI framework to define accountability when creating or reviewing a PRP:

Driver	Creates and drives the plan	MN
Approver	Signs off on the plan	ExCo leader (can delegate to People Partner)
Contributor(s)	Delivers the plan	Direct report with help from MN
Informed	Is kept in the loop about progress	ExCo leader + People Partner

Your People Partner will walk and advise you through this process. Be sure to involve them from the beginning.

Why a PRP? How long is it?

<aside> <img src="/icons/star-of-life_gray.svg" alt="/icons/star-of-life_gray.svg" width="40px" /> **PRPs exist to:**

give a full + fair opportunity for the employee to step up
when they fail to meet the expectations of their JD over an extended period of time
despite consistent effort from the manager to turn performance around.

PRPs form part of our ‣.

</aside>

That means:

having an agreed set of goals to be reached in a certain timeframe
getting them on a path where they are near full-productivity for the next quarter
having a clear discussion on the consequences if the team member fails to achieve them
Supporting them closely throughout to successfully achieve the goals you set

That does not mean:

Expecting the team member to make up for lost time and past missed milestones
Leaving the employee to fend for themselves while they work toward it
Using PRPs as a way to manage someone out — the goal is to keep them, and dismissal is only the last resort*

** It’s important to explain this to an employee or they’ll fear the worst.*

Timing:

The standard UK practice is for a 90-day PRP as it gives the employee a chance of showing consistent results and also allows the manager to assess team members over a sustained period of time.