People and workplace policies · 07
Performance management and incapacity policy
Makes poor performance a managed process with a fair outcome, rather than a dismissal waiting to be reversed.
Makes poor performance a managed process with a fair outcome, rather than a dismissal waiting to be reversed.
Set the performance cycle, the standards and how they are communicated; regular review and its record; the formal performance improvement process — the standard, the assistance, the period and the consequence; the incapacity procedure for ill health, including the duty to investigate alternatives and to accommodate; and the distinction between poor performance and misconduct.
Schedule 8 requires evaluation, instruction, training, guidance or counselling and a reasonable opportunity to improve before dismissal for poor performance — a policy that goes straight to a final warning skips the part that decides the case. Ill-health incapacity is not misconduct and must never be routed through the disciplinary code.
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