If performance does not meet acceptable standards and informal interventions have not succeeded or are not considered appropriate, the formal stage of the capability or disciplinary procedure may be invoked.

Your HR Adviser will advise on the appropriate procedure for managing the issue, and will assist in reviewing the case - including all the evidence available - to agree the best way forward.

If it is clear that appropriate steps have been taken to improve the underperformance, that these have been appropriately documented and that there hasn't been the required improvement in performance your HR Adviser will support a move to the formal procedures. This will also apply in a case of alleged misconduct if it is of sufficient seriousness.

At this point, it is likely that a decision would be taken not to hold an annual Performance Review with the individual as the performance issues would be dealt with more appropriately outside of this process.

Your HR Adviser will provide support throughout all stages of the formal procedures. This includes advice on drafting letters, drafting objectives and development plans, and interpreting and implementing the procedures.

Formal procedures for managing performance

• Probation policy
  For staff in their probationary period
• Capability procedure
  Staged warning approach up to, potentially, dismissal
• Disciplinary procedure
  Staged warning approach up to, potentially, dismissal
• Sickness absence procedure and guidelines
  Full procedure and guidelines on sickness related issues.