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Capability refers to the skills, ability, aptitude and knowledge we have in relation to the job that an employee is employed to do.
Lack of capability, will in most cases lead to unsatisfactory performance in a job role role. However, the key distinction is that a lack of capability is usually unintentional. On the other hand, disciplinary issues is linked to behaviour that falls below the required standard and can be intentional.
In some cases, it can be difficult to determine whether poor performance is due to incapability, a lack of effort or a mixture of the two.
Unlike grievances and disciplinaries, there is no code of practice governing what a capability procedure should include.
To deal with a capability issue, an employer should follow a procedure that encourages an employee to improve.
A capability procedure could include:
Some employers may adopt a different procedure with say 2 or 3 stages only.
A performance improvement plan (PIP)is a process frequently used by an employer where an employee has not performed to a satisfactory standard set by an employer. It is usually set out in writing for the employee to acknowledge and accept.
A PIPs main function is to provide a structured approach to improvement, for employees who aren’t achieving their full potential. While a PIP is not strictly a punishment and they should not be implemented lightly.
Some employers implement PIPs as a way of helping and retaining employees. Whereas some employers use PIPs, as a stepping stone to dismissal, as in reality the decision has been made that an employee is no longer right for the role.
A PIP should:
By following a PIP, an employer is seeking to show that a correct process has been followed and that an employee has been given a reasonable opportunity to improve. If an employee fails a PIP, after an employer correctly follows a reasonable process, it will be difficult for an employee to argue that they have been unfairly dismissed.
In most cases, an employee has no control over capability issues. Therefore, a PIP may be perceived by an employee to be without foundation and this could amount to a breach of the implied term of trust and confidence giving rising to a claim of constructive dismissal. For example:
Where a PIP has been implemented and an employee has a disability, this could amount to discrimination arising from disability and failure to make reasonable adjustments.
During a capability meeting relating to an employee's performance, an employee should be:
After the capability meeting, the employer should confirm the outcome in writing and provide the employee with a right of appeal against any sanction.
If an employer does not have a capability procedure, then it is likely that they will follow a disciplinary procedure instead.
The material contained in this web page is provided for general purposes only and does not constitute legal or other professional advice. Appropriate legal advice should be sought for specific circumstances and before action is taken.
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