Performance Management
Sometimes referred to as capability, and often dealt with
under disciplinary procedures, this is about having systems
in place to monitor performance, and managing people who are
unable to perform to the required standard of the job they
are employed to do.
Note it is important that job descriptions are up to date
and accurately reflect the job role required. If the job has
changed significantly and/or the expectations on performance
have changed, then this may result in a potential redundancy
situation rather than a matter for performance management.
Firstly, the organisation should have an appraisal system
in place which regularly (at least annually) records the performance
of each employee. However, a manager should not wait until
the appraisal round before dealing with poor performance.
We would recommend that the organisation has a performance
management policy in place which separates poor performance
from conduct issues normally dealt with under disciplinary
procedures. Also note that there is a difference between people
who are unable to perform and those who are able but unwilling
to apply themselves – the latter is a conduct matter.
At Employers’ Aide, we can provide you with a performance
management policy to fit your particular needs, and help you
to deal with individual issues as they arise.
|
