These procedures may apply to all employees who have completed their probationary period. New employees during their probationary period will be liable to dismissal at any time during the probationary period and the procedure will not usually be applied to them.

General Procedure

The first stage in dealing with poor job performance is to determine whether the matter is a disciplinary matter or a capability/performance matter. This can be ascertained by investigation.

Incapability/poor performance will arise where the employee has been set realistic targets and objectives and cannot achieve them through no fault of his or her own. An example of capability is failure due to medical conditions.

We give an example of a procedure for dealing with performance issues.  The policy is intended as a guide only.