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Performance Management

Policy

1. Introduction

1.1 The Council believes that its success in delivering high quality services is largely dependent on the performance of its employees and their contribution to the organisation.

1.2 The aim of this policy is to provide a framework within which managers can work with employees to maintain satisfactory performance standards and encourage improvement where necessary.

1.3 This policy has been developed to comply with legal requirements and with ACAS guidance and best practice principles.

1.4 This Policy and Procedure is governed by principles of natural justice. Employees will be given the opportunity present their case at all stages of the process. Managers will be responsible for the application of this policy and for providing a rationale for their decisions.

2. Scope

2.1 This Policy applies to all directly employed staff excluding those on probation, and ‘as and when’ workers. It does not apply to Agency workers, Interims or Consultants.

2.2 This policy and procedure is not applicable in schools, however, it is recommended for adoption by the Schools Governing bodies.

2.3 Where concerns regarding the employee’s work performance are about carelessness, negligence or wilful lack of action, the Disciplinary policy will apply. Where the issues are health related, the Sickness Absence policy will be applied.

3. Principles

3.1 The Council has a responsibility for setting realistic and measurable standards of performance, for explaining these standards carefully to members of staff and for supporting staff to achieve the standards set.

3.2 All managers have responsibility for setting realistic and measurable standards of performance, for explaining these standards, and for encouraging and motivating employees to achieve the standards. Where managers have concerns regarding performance, the issues will be dealt with promptly and individuals will be encouraged to improve.

3.3 All employees have a responsibility to perform their duties to an acceptable standard and they should be given reasonable support and encouragement to do so.

3.4 The Council will deal with cases of under-performance consistently and fairly, with the prime objective of improving, in a positive way an individual's performance to meet and sustain the required standards using practical solutions in day to day management.

3.5 Informal action will always be considered in order to resolve issues, and formal action will not be taken without first considering issues that may be outside of the individual’s control.

3.6 Employees will not normally be dismissed for performance reasons without previous warnings.

3.7 Employees will have the right to be represented by a trade union representative or a work colleague at all times during the formal procedure.

3.8 No action will be taken against accredited trade union representatives until such time as the matter has been discussed with the Branch Secretary or relevant full time official.

3.9 Any decisions using the formal procedure should take account of the full facts, and evidence and should be reasonable and fair.

3.10 Employees have the right to appeal against any formal action taken under this policy and procedure.

4. Delegations

4.1 Delegations are part of the council’s financial regulations and constitution and any changes will be made through due process. In some services across the council other managers may be given delegated authority.

4.2 Managers graded MG1 and above, have authority to issue First Warnings (which remain in effect for 6 months) and Final Warnings (which remain in effect for 12 months).

4.3 Managers graded MG2 and above, have authority to hear appeals against First and Final Warnings.

4.4 Managers graded MG3 and above have authority to dismiss employees for poor performance.

4.5 Managers graded D1 and above have authority to hear appeals against dismissals.

5. Confidentiality and Record Keeping

5.1 Information disclosed during the process must be treated with sensitivity and confidentially and kept securely in accordance with the Data Protection Act 1998.

6. Equality and Diversity

6.1 The Council recognises it’s diverse workforce and will take into account different ways of working and the need for reasonable adjustments for employees who have a disability.

6.2 When dealing with issues relating to work performance, managers will ensure that equality and diversity considerations are taken account of at every stage of the process.