Performance/ Capability Policy

Purpose

To help employees achieve and maintain high performance standards. 

• The company will:
  • Set clear standards
  • Monitor performance
• Provide training and support
• Confidentiality is maintained throughout.
• Records of all meetings and discussions must be kept.

Statutory Entitlement

• Employees have the right to representation during any formal capability investigation. 
• Representatives may be:  
  • A work colleague
  • A union shop steward (if applicable)
  • A full-time union officer (even if the union is not recognised)
• Representatives can speak and summarize but cannot answer questions on behalf of the employee. 

Appeal heard by a more senior manager if possible.

Initial Informal Discussion

• Manager identifies poor performance and holds an informal meeting. 
• If standards are found to be unattainable, they may be revised.
• If issues are personal, counselling/support may be offered. 
• If performance issues are due to misconduct, the disciplinary procedure is triggered. 
• If standards have changed, they are explained, and support is offered.

Formal Interview

• Held if no or insufficient improvement is shown.
• Aims to:
  • Identify causes of poor performance
  • Determine remedial actions (training, support)
  • Explain performance shortfalls
  • Set improvement goals and monitoring system
  • Clarify consequences of not meeting standards
• Outcome is recorded in writing and shared with the employee.

Review Period & Follow-Up Interview

After the agreed review period:

• If improvement is sufficient: employee is encouraged to maintain it.
• If partial improvement: review period may be extended.
• If no improvement:
  • Consideration of alternative roles (possibly at lower pay)
  • If no suitable roles: dismissal may be considered
  • Employee is invited to comment before final decision
  • Dismissal confirmed in writing

Employee may appeal in writing within 5 working days of dismissal.

Appeal heard by a more senior manager if possible.