Why do we have this?
To give you a clear, step-by-step guide for what to do when a team member's OIL checks go 🔶 — from spotting the pattern through to formal action and, if necessary, exit.
This replaces our previous guidance on Performance Recovery Plans (PRPs).
Your People Partner will guide you through this process. Involve them from the beginning before you have the conversation with the employee, not after.
See also our Performance & capability policy for the formal procedure.
Table of contents
Who does what?
| Driver | Gives continuous feedback and drives any formal process | Manager |
|---|---|---|
| Approver | Signs off on formal action | ELT leader (can delegate to People Partner) |
| Contributor(s) | Supports the process, advises on procedure, takes notes at formal meetings | People team |
| Informed | Kept in the loop about progress | ELT leader + People Partner |
| Stage | What happens | Typical duration |
|---|---|---|
| Informal (OIL checks) | Ongoing feedback; 1st 🔶 score with specific actions to improve | 1–2 months |
| Level 1 (improvement notice) | 2nd 🔶 score can trigger written improvement notice (we’ll discuss with you first) | 1–2 months |
| Level 2 (final written warning) | Formal capability meeting → final written warning email → monthly OILs + weekly check-ins | Up to 2 months |
| Level 3 (decision) | Second formal meeting → decision to dismiss or not | ~1 week |
| Notice | Statutory or contractual notice period | Per contract |
| Total | From first documented concern to exit | ~5–7 months |
This is significantly faster than a traditional 90-day PIP process (which typically takes 9-12 months end-to-end) while remaining fair and defensible.
You can escalate after two or more sequential 🔶 Let's adjust overall OIL check scores, combined with your judgement that: