CAPABILITY PROCEDURE

 

INTRODUCTION

For the purpose of this Capability Procedure, capability is defined as:

"Where a member of staff is failing in a significant or persistent way to carry out their responsibilities or duties in a satisfactory manner, either due to a lack of ability, inadequate training or lack of experience. Such failings will be identified by use of the following procedures and steps taken to improve performance. Where such steps prove unsuccessful the member of staff may have their employment terminated on the grounds of incapacity on the basis of poor work performance".

 

EXTRACT SAMPLE OF POLICY

The procedures set out in this document aim to ensure that there is:

1. A means of monitoring performance and establishing performance criteria.
2. A degree of consistency in how staff with widely differing responsibilities and duties are given opportunities to attain satisfactory levels of performance.
3. Assistance in identifying the most appropriate form(s) of support and providing that support.
4. If a member of staff fails to overcome their difficulties, any consequent action will be based on:
   • Adequate evidence that the member of staff is incapable of performing their duties satisfactorily.
   • A fair procedure.
   • The fact that the member of staff was given all reasonable assistance to overcome such failings.

 

FURTHER IN THIS DOCUMENT - SUBSCRIBERS ONLY

• Definitions
• Procedural Stages
  • Stage 1 - Informal Procedure
  • Stage 2 - Formal Procedure - Information Collection
  • Stage 3 - Capability Hearing
  • Stage 4 - Second Capability Hearing (If Applicable)
  • Stage 5 - Third Capability Hearing (If Applicable)
• Appeals

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