Informal Procedure

We may attempt to resolve the matter informally between you and a director. In many cases early intervention by a director can prevent an issue escalating to a serious performance matter. 

At this meeting, a director will:

• Clearly state what the performance issue is and provide examples. 
• Show you the evidence gathered to support these examples (where possible).
• Listen to what you have to say.
• Discuss any issues and explore if there are any mitigating factors affecting your performance.
• Offer support to enable you to improve to a satisfactory level and maintain it.
• Seek suggestions from you on what you feel would help you improve.
• Consider the range of available approaches to achieving the required improvement and select the most appropriate method given budgetary and time constraints and your learning style. 
• Agree a performance development plan (PDP) with SMART objectives and review date identified.  
• Confirm that you understand what is expected.
• Ensure you understand that if your performance continues to be below the required standard the formal stage of the process will be invoked and that this could result in you being dismissed.
• Keep a record of the meeting, progress and support given.

If your performance improves adequately and consistently over the timescale agreed, then the process will likely end at this stage. If, however, performance remains unsatisfactory, the formal procedure will start as set out in Stage 1 of the formal procedure below.

However, during your first two years of service, we reserve the right to vary this Capability Policy and decide as to whether we follow each of the steps outlined below.  This will be on a case-by-case basis and depends on the unique circumstances relevant at the time.