BTC Code of Conduct and Ethics Booklet V5.0 Page 16 of 33 Dec 2023 and support where appropriate should be agreed, recorded and monitored. Every effort should be made to allow the employee time and opportunity to make improvements through the informal process before moving to the formal process. 8 Formal Stages This formal capability process should be followed where there are serious concerns that the informal process has been unable to satisfactorily address. Each stage of the formal process should involve a meeting, confirmation of the outcome and an action plan (Performance Improvement Plan) and a period of monitoring and review. An Improvement warning may be issued at each stage. This is similar to a warning under the Disciplinary Policy but the difference in wording reflects the fact that the primary aim of the Capability Policy is to help and support people make and sustain improvements. 8.1 First Stage – First Written Improvement Warning 8.2 Formal capability meeting A capability meeting to establish and discuss the facts will be conducted by the Head of the BTC Member Organisation or another senior manager. The employee must be given reasonable notice of the meeting to allow them time to prepare and all relevant information must be shared with the employee beforehand, at least 5 working days. The employee must be given the opportunity to present their response to the issues of concern. 8.3 Monitoring and review period following a formal capability meeting A performance monitoring and review period will follow the capability meeting (conducted by the HMO or senior manager), the purpose of which is to monitor progress and enable satisfactory improvement to be made and maintained. Formal monitoring, evaluation, guidance and support will be agreed for this period and will be recorded in a Performance Improvement Plan (PIP). 8.4 Formal review meeting 8.5 A formal review meeting will be conducted by the Head of the BTC Member Organisation or senior manager following the monitoring and review period. 8.6 If there has been improvement the manager may confirm that the formal process has been satisfactorily concluded. However, they should be clear that if further issues arise then the process may begin move to the second stage. If there has been some improvement the manager may agree an extension to the review period depending on the circumstances. 8.7 If no, or insufficient improvement has been made during the monitoring and review period, the employee may receive a first written Improvement warning. The warning will remain “live” for future performance purposes for 6 – 12 months, depending on the circumstances. The exact time period will be confirmed in writing to you along with your right to appeal. 8.8 The outcome must be confirmed in writing within 5 working days including follow up actions, training and support and the potential consequences of a failure to make or sustain improvements.
RkJQdWJsaXNoZXIy NDkxNjM=