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Frequently asked questions.

01. What is performance improvement facilitation?

Performance improvement facilitation is independent, structured support for employers addressing employee underperformance. Best in People helps clarify the concerns, develop a Performance Improvement Plan (PIP), facilitate discussions, record agreed actions and review progress. The aim is to give the employee a genuine opportunity to improve while helping the employer manage the process fairly and confidently.

02. How is this different from HR advice?

HR advice often explains what an employer should do. Best in People helps put that advice into practice by facilitating the process: coordinating meetings, helping set measurable expectations, documenting discussions and tracking progress. Managers remain responsible for supervising work and making employment decisions.

03. Is the process compliant with Fair Work?

Our approach is designed to reflect procedural fairness and relevant Fair Work guidance, including explaining concerns, listening to the employee, setting reasonable expectations, providing support and keeping accurate records. No standard process can guarantee legal compliance or prevent a claim. Requirements vary with the facts, applicable awards or agreements, policies and employment arrangements. Specialist legal advice may be needed for complex cases.

04. How long does the process take?

Many programs run for approximately 30 to 90 days, depending on the employee’s duties, the issues involved and what a reasonable opportunity to improve requires. We agree a practical review schedule with the employer at the outset and adjust it where appropriate. There is no one-size-fits-all timeframe.

05. What types of issues can a Performance Improvement Plan (PIP) address?

A PIP can address clearly identified work-performance concerns such as quality, accuracy, productivity, deadlines, job knowledge or consistently meeting reasonable role expectations. We first check that the concerns are specific, supported by examples and suitable for a PIP. Allegations of serious misconduct, discrimination, illness or disability-related issues may require a different or additional process.

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06. Do you work with small businesses?

Yes. Best in People is designed to support small and medium-sized employers, particularly those without a dedicated internal HR team. We provide an independent facilitator and a structured process while working with the business’s existing management arrangements.

07. What is the cost?

Pricing depends on the complexity of the situation, the number of meetings, the documentation required and the expected program duration. We discuss the circumstances first, explain the proposed scope and provide a written quote before work begins. Any additional work is agreed separately.

08. Do you communicate directly with the employee?

Yes, where the employer engages us to facilitate the process. We can attend or lead scheduled PIP meetings, explain the process, listen to the employee’s response and document agreed actions. The employer remains involved, sets reasonable performance standards and retains responsibility for employment decisions. We explain our role and the limits of confidentiality to everyone involved.

09. What happens if the employee does not improve?

We document progress against the agreed expectations and provide the employer with a clear summary of the outcomes and matters to consider. Depending on the circumstances, next steps might include extending support, adjusting the plan or considering a formal employment decision. The employer makes that decision and should consider applicable legal obligations before taking action. A PIP is not a predetermined dismissal process.

10. Do you provide templates and documentation?

Yes. Depending on the agreed service scope, we prepare or coordinate a tailored PIP, meeting agendas and records, progress-review notes and a final outcome summary. Documentation is based on the actual circumstances and discussions, not generic statements added simply to complete a form.

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