At GC we want everyone to thrive and perform well in their employment, achieve their targets / objectives, and fulfil the requirements of their role.
Where performance falls below the expected standard, managers will seek to support and guide colleagues by discussing the issue/s and developing improvement plans to help them.
We're committed to creating an inclusive environment and understand that one way does not suit everyone, and we recognise the need to approach and support underperformance in a fair, timely and constructive way.
From 1st June, our Capability Procedure will be known as GC’s Performance Improvement Policy.
Following feedback from managers, EDI networks and the ECC, we have identified changes that we wanted to make to the capability procedure.
What's changed?
As well as the name change to Performance Improvement, we have produced guidance to support both colleagues and managers - please see below:
- The policy outlines the roles / expectations and behaviours of colleagues, managers, HR, SMT/ SLT, ECC reps and EDI networks.
- The Performance Improvement Plan (PIP) outlines what a colleague needs to do to improve and what support will be provided.
- The supporting guidance includes a section detailing each element of the PIP, including timeframes, and how to prepare for a review hearing.
- It includes a section on the type of support managers can provide to colleagues including mentoring, temporary reduction, or reallocation of duties etc.
- A section has been included on managing performance and ill health and consideration of reasonable adjustments.
- A section has been included on managing neurodiversity and performance.
Please ensure you familiarise yourselves with the new policy and guidance here.