Stage 1 – first formal management of performance

• Performance concerns identified
• 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