Manager must attempt to informally deal with any performance concerns
Manager invites employee to a meeting with 7 days’ notice, to:
discuss and establish reasons
obtain employees perspective
clarify expected standards, and
identify possible solutions
Performance improvement plan implemented that sets realistic, measurable objectives and training as required. This should take place over 6 weeks but no more than 12 weeks. Regular review meetings will also be held
Specified level of performance is achieved and no further action is required, or
Specified level of performance is not achieved and the employee is progressed to stage 2
Stage 2 – final formal management of performance
No satisfactory improvement at the end of stage 1
Manager invites employee to a final formal meeting with 7 days’ notice. HR will be present and the employee has the right to trade union representation
Alternative options to be considered such as redeployment or permanent downbanding
If the alternative options are not suitable the employee will be issued with a final performance improvement notice that remains on file for 12 months from date of issue
Performance improvement plan is updated to set realistic, measurable objectives with support and training needs identified. This should take place over 6 weeks but no more than 12 weeks. Regular review meetings will also be held
Specified level of performance is achieved and no further action is required, or
Specified level of performance is not achieved and the employee is progressed to stage 3
Stage 3 – performance hearing
No satisfactory improvement at stage 2
Employee given 14 days’ notice of the hearing along with the statement of case from their manager. The employee has the right to trade union representation at the hearing
Hearing will explore the concerns raised in an open and constructive manner to ensure the issues, causes and consequences are understood
If the panel are satisfied the performance of the employees is now satisfactory the process may be stopped and the individual taken off review
The chair may dismiss an employee if it is reasonable to conclude that despite appropriate opportunity and support, the employee is unable to sustain a satisfactory level of performance in their role
The chair may consider alternatives to dismissal:
Stage 2 review period extended
Downbanding
Redeployment to another role
Employees have the right to appeal against a dismissal or action short of dismissal. Appeals must be submitted within 14 days of receipt of outcome letter. Please see the 'performance improvement procedure' regarding the appeal process
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