The period of monitoring under a first or final written warning will not normally exceed six weeks, (excluding school closure periods where appropriate) , according to the needs of the individual and the school. Whilst every effort should be made to agree the appropriate length of this period of monitoring, where agreement cannot be reached, it will set by the headteacher. Progressing to the next stage of the procedure Before action under the formal stages of this procedure is considered, the employee should be informed in writing that this will be considered if there is no improvement within the agreed review period and invited to a meeting to discuss the evidence in more detail. In many circumstances, significant evidence will have already have been gathered as part of pupil progress monitoring, normal performance management and the additional support provided, which the school will simply collate and summarise as evidence. The collated evidence will clearly indicate the support and advice offered to date and make a recommendation for one of the following: No further action, Further support as part of normal performance management Formal action under this procedure In all cases, the outcome will be confirmed in writing to the employee. Where the decision is made to take formal action under this procedure because the employee has made insufficient improvement despite the support and monitoring, the employee will be invited to a formal meeting under Formal Stage 1 of the procedure. All employees should progress through each stage of the procedure, and in accordance with agreed timescales. Exceptions can apply in the following circumstances and consequently, line managers can decide to progress them to the next stage of the procedure earlier than agreed: 1) Deterioration in performance 2) Not meeting the targets in the agreed Development Plan. Formal stage 1 Meeting (written Warning) – Purpose The purpose of Formal Stage 1 is to support the employee in improving their performance to meet the required standard against an agreed Development Plan (a template Development Plan is enclosed). Procedure At five working days’ notice will be given of the formal capability meeting. The notification will contain sufficient information about the performance concerns and their possible consequences to enable the employee to prepare to answer the case at a formal capability meeting. It will also contain copies of any written evidence; the details of the time and place of the meeting, and will
The period of monitoring under a first or final written warning will not normally exceed six weeks, (excluding school closure periods where appropriate) , according to the needs of the individual and the school. Whilst every effort should be made to agree the appropriate length of this period of monitoring, where agreement cannot be reached, it will set by the headteacher. Progressing to the next stage of the procedure Before action under the formal stages of this procedure is considered, the employee should be informed in writing that this will be considered if there is no improvement within the agreed review period and invited to a meeting to discuss the evidence in more detail. In many circumstances, significant evidence will have already have been gathered as part of pupil progress monitoring, normal performance management and the additional support provided, which the school will simply collate and summarise as evidence. The collated evidence will clearly indicate the support and advice offered to date and make a recommendation for one of the following: No further action, Further support as part of normal performance management Formal action under this procedure In all cases, the outcome will be confirmed in writing to the employee. Where the decision is made to take formal action under this procedure because the employee has made insufficient improvement despite the support and monitoring, the employee will be invited to a formal meeting under Formal Stage 1 of the procedure. All employees should progress through each stage of the procedure, and in accordance with agreed timescales. Exceptions can apply in the following circumstances and consequently, line managers can decide to progress them to the next stage of the procedure earlier than agreed: 1) Deterioration in performance 2) Not meeting the targets in the agreed Development Plan. Formal stage 1 – Meeting (written Warning) Purpose The purpose of Formal Stage 1 is to support the employee in improving their performance to meet the required standard against an agreed Development Plan (a template Development Plan is enclosed). Procedure At five working days’ notice will be given of the formal capability meeting. The notification will contain sufficient information about the performance concerns and their possible consequences to enable the employee to prepare to answer the case at a formal capability meeting. It will also contain copies of any written evidence; the details of the time and place of the meeting, and will