Difference between Letter of Concern and Performance Improvement Plan

Ella_fella

As the title suggests, would a PIP be the logical output following a Letter of Concern so the two are intrinsically linked, or are they total separate entities?

Would an agreed improvement plan following a Letter of Concern be automatically classified as a PIP? I understand though that a PIP can be issued without a Letter of Concern prior to it. 

How long would be reasonable for a Letter of Concern to remain active for, and where does this sit in the disciplinary hierarchy, would it remain physically on an individuals HR File or does it instead serve as a record that a discussion has taken place to document this as it's an informal warning?

TIA for any inputs

Tabieth

I imagine it would vary from workplace to workplace. What does the relevant HR policy say?

TELLIT01

What does the Letter of Concern say about any actions required by you, and any further actions should things not improve?  

Marcon

Ella_fella said:

As the title suggests, would a PIP be the logical output following a Letter of Concern so the two are intrinsically linked, or are they total separate entities?

Would an agreed improvement plan following a Letter of Concern be automatically classified as a PIP? I understand though that a PIP can be issued without a Letter of Concern prior to it. 

How long would be reasonable for a Letter of Concern to remain active for, and where does this sit in the disciplinary hierarchy, would it remain physically on an individuals HR File or does it instead serve as a record that a discussion has taken place to document this as it's an informal warning?

TIA for any inputs

This sounds very much like a process (or processes) specific to your employer. If you read your contract/terms of employment/staff handbook, that should answer your questions. 

Ella_fella

TELLIT01 said:

What does the Letter of Concern say about any actions required by you, and any further actions should things not improve?  

Basically I need to consider the items outlined and seek to promptly address them (they are behaviours not specific job performance related).

This letter is intended as an opportunity for improvement rather than a formal disciplinary measure. We expect to see positive changes in your conduct moving forward, if there is no improvement then further action may be necessary.

TELLIT01

From that wording, a PIP would only be required if the recommended actions were not undertaken, or not undertaken to the satisfaction of your manager.  If you show an intent to address the issues, even if not totally successful by the time of review, it may not progress to PIP.