Directory results

 
Result 1 of 7 results
  • 1,500+ Business Documents - Capability procedure
    Capability procedureDealing with an employee's poor performance can be particularly difficult where you know they are simply incapable of fulfilling the tasks and duties expected of them in their role, so they aren't really to blame. Our capability procedure ensures you deal with the problem both fairly and sympathetically.What is capability?Capability essentially refers to an employee's skills, ability and knowledge in relation to their job. Where capability is lacking, this usually leads to unsatisfactory...
    Click here
  • 1,500+ Business Documents - Dealing with poor performance checklist
    Dealing with poor performance checklist This checklist is intended for cases where performance cannot be managed by the normal appraisal system, and the outcome may be dismissal if performance is not improved. Potentially fair dismissal reasonUnder the Employment Rights Act 1996 one of the five potentially fair reasons for dismissal is capability, which is defined in the legislation as meaning the employee's "capability assessed by reference to skill, aptitude, health or any other physical or mental quality"....
    Click here
  • 1,500+ Business Documents - Performance review meeting order of proceedings
    Performance review meeting order of proceedingsPerformance review meetings need to be conducted in a constructive manner, with a view to putting measures in place to help the employee to improve their performance. If dismissal is being contemplated, redeployment should be explored as an alternative option. Our performance review meeting order of proceedings should enable you to get the process right.Acas Code of PracticeThe Acas Code of Practice on Disciplinary and Grievance Procedures applies as much to performance...
    Click here
  • 1,500+ Business Documents - Performance progress record
    Performance progress recordUse our performance progress record to track the improvements, or lack of improvement, in an employee's performance during the review period following the issuing of a formal performance warning. You should use it at regular intervals, such as fortnightly or monthly.Performance management processWhere you've instituted formal action against an employee under the terms of your capability procedure and issued them with a performance warning because of their poor performance due to lack...
    Click here
  • 1,500+ Business Documents - Warning-final warning of poor performance
    Warning/final warning of poor performanceFollowing a review meeting, if you want to formally warn the employee about their performance, you will need to issue a performance warning. This should give the employee a reasonable period of time in which to improve and warn them that a failure to do so could lead to a final performance warning and ultimately their dismissal.Fair warningThe warning should explain the nature of the employee's unsatisfactory performance and to what levels they need to improve (making...
    Click here
  • 1,500+ Business Documents - Notice of performance review meeting
    Notice of performance review meetingIt's possible to deal with performance issues through your disciplinary procedure. However, where the issue is one of "can't perform" (due to lack of capability) as opposed to "won't perform" (for example, because of negative attitude problems or laziness), then you might opt for a performance review procedure which is aimed at assisting the employee to improve their performance, rather than seeking to attach blame.A fair capability dismissalIt's a potentially fair reason...
    Click here
  • 1,500+ Business Documents - Dismissal on notice due to unsatisfactory performance/conduct letter
    Dismissal on notice due to unsatisfactory performance/conduct letterYou should only use this letter where the employee has short service. This is because longer-serving employees have unfair dismissal rights so they need to be treated entirely differently in the dismissal procedure to be adopted.Dismissal of short-serving employeesThis letter should only be used for short-serving employees who do not have the right to claim unfair dismissal. An employee can generally make a claim for unfair dismissal if they...
    Click here
 
Result 1 of 7 results