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Performance Management

What is under performance?

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Terminology: If your ability to perform your job is not up to the required level, or your work is not up to our standards and expectations, this is referred to as under performance

While you’re working with us you may at some point struggle with your workload and the demands of your role. The nature of your job may change, or your job may stay the same but (for example) there could be distractions in your life which means that your performance drops.

Our performance management process is meant to help us support you and encourage you to improve your performance.

If your under performance is related to misconduct we may pursue this as conduct issue.

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Note: Performance management is how we deal with specific issues in your job performance. This is different to our yearly check-ins on how you’re performing in our ✅Annual Performance Reviews

The performance management process

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Who will be dealing with this? Your Line Manager will support you through the performance management process

1️⃣ Issue identified

If your Line Manager has any concerns about your performance at work, the first thing they’ll do is speak to you about it informally. They will give you feedback on your performance, and make sure that you understand what our expectations of you and your standard of work are.

Your Line Manager will want to know why you’re struggling / not reaching the requirements of your role, to better understand how we can help to support you to improve your performance. You’ll work together with your Line Manager to set targets and a timeframe for improvements to be made (the performance improvement plan). We’ll offer appropriate training, support and equipment that might be needed for you to improve.

2️⃣ First performance review

After you’ve received the support you need, and had reasonable time to improve (usually 2-4 weeks), your Line Manager will review your performance again. They’ll assess your progress using the performance improvement plan agreed with you in step 1️⃣

If you’ve improved to our expectations we’ll end the process.

If there is no improvement at this time you’ll be invited to a disciplinary hearing, where we’ll discuss what has happened so far, and you’ll be given a formal verbal warning if appropriate. You have the right to appeal if you disagree with the outcome (appeals should be given in writing to your Line Manager, within 5 working days of receiving the outcome).

NB. This appeal procedure does not form part of your contract of employment.

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Terminology: A disciplinary hearing is a formal meeting between yourself and your employer to discuss issues affecting your work

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Note: You can ask a colleague or trade union representative to come with you to this meeting if you’d like

3️⃣ Second performance review

Your Line Manager will review your performance again (as in step 2️⃣). If there is not satisfactory improvement at this time, you’ll be invited to another disciplinary hearing, and given a written warning if appropriate.

4️⃣ Third performance review

5️⃣ Final performance review & outcome

The outcome will be decided on a case-by-case basis. Some outcomes may be: your role might be downsized, you might be moved into a different department or job role that is better suited to your skill set, or you may be dismissed. You’ll be notified of the outcome in writing.

You can see the full process in the flow diagram below:

FAQs

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Who will decide if I’m under performing?

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What will happen if you think I’m under performing?

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What do I do if I disagree with the outcome of a disciplinary hearing?

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Can I record my hearing?

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For questions: If you’ve got any questions about under performance or our performance management process, ask your Line Manager

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