This procedure is designed to support staff and managers in dealing with problems regarding performance which may arise from time to time and which leads to the employee not fulfilling the expected requirements of the role or could arise from the employee’s inability to fully perform the role.
It aims to:
- ensure that any concerns about an employee’s ability to achieve acceptable standards of work are addressed effectively through a clear and supportive procedure;
- ensure that supervision, training, counselling and support measures are deployed appropriately to help employees to achieve acceptable standards of work and
- provide a clear procedure for the termination of employment in cases where it does not prove possible to secure a satisfactory and acceptable level of performance.
Where poor performance is due to a failure to maintain adequate standards of behaviour rather than a lack of skills or application, it should be dealt with through the disciplinary procedure. Capability is defined for the purposes of this procedure as all matters related to an employee’s skills, aptitudes or competences and their application.
Where poor performance is linked partly or wholly to a qualifying disability under the Disability Discrimination Act, the requirements of that Act for reasonable adjustments to the workplace or the job will be taken into account. Where poor performance is linked partly or wholly to medical problems, the University’s procedures for dealing with absence from work due to ill-health should be used as appropriate.
This procedure applies to all employees of the University, other than the Vice-Chancellor and the Registrar.