Staff Handbook
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6. Key Policies / Documents: Capability Procedures
This is the set of procedures for managing staff under-performance and applies to staff who have completed their probation. Separate procedures apply for misconduct (see Disciplinary Procedures) and ill health (see Sickness Absence).
The procedure has a number of stages, dependent on whether the staff member’s performance improves. All stages are designed to ensure fair and consistent treatment, adequate information/support and every reasonable opportunity to improve work performance.
Stage one is an informal meeting between manager and staff member. This explores the performance issues and seeks solutions such as training/mentoring. Details are confirmed in writing and a reasonable time frame for improving performance is confirmed. At the end of this time there is a further review meeting.
If performance does not improve, the manager then refers the matter to the Dean/Director and HR Services and proceeds to a formal meeting. The formal meeting reviews performance issues, sets targets for improvement and offers further guidance/training. A review period of not less than three months is set for performance improvement.
If performance improves by the end of the review period, the staff member receives a letter confirming this and informing them that formal action may be instigated if major work problems recur within two years. If performance has not improved sufficiently the Dean/Director may decide to either allow more time for improvement or proceed to formal action, a process that may result in dismissal.
Read full Capability Procedures Policy
