Role of the head teacher The head teacher will be responsible for taking the decision to invoke the capability procedure, unless of course, they are the subject of the procedure. Role of advisers Local authority and other advisers may be invited to participate in the capability procedure or with the monitoring process or with providing support. Employee representation If the employee’s chosen companion is not available at the time proposed for the interview, meeting or hearing and the employee proposes an alternative date and time that is reasonable and falls within 5 working days of the original date, this should be given careful consideration and advice should be sought to ensure that revised arrangements can be made. Monitoring arrangements Any monitoring undertaken should be across the range of principal job responsibilities so that a balanced view can be reached to support the evaluation of performance. Written records Formal warnings should be disregarded after a specified period of satisfactory performance. First written warning - 12 months written warning - 24 months Grievances an employee raises a grievance that relates to the capability procedure and its management and/or implementation, it may be appropriate to suspend the capability procedure until the grievance can be considered but such a delay should only be considered where there is a strong indication that the employee has been mistreated. Appraisal getting it right and avoiding the pitfalls – In this last section, we’ve set out some of the more critical points of knowledge based on members’ calls in recent years, from matters that we know cause head teachers the most concern and areas which head teachers and governing bodies regularly find themselves challenged on. Who’s appraised and who’s exempt?
Role of the head teacher The head teacher will be responsible for taking the decision to invoke the capability procedure, unless of course, they are the subject of the procedure. Role of advisers Local authority and other advisers may be invited to participate in the capability procedure or with the monitoring process or with providing support. Employee representation If the employee’s chosen companion is not available at the time proposed for the interview, meeting or hearing and the employee proposes an alternative date and time that is reasonable and falls within 5 working days of the original date, this should be given careful consideration and advice should be sought to ensure that revised arrangements can be made. Monitoring arrangements Any monitoring undertaken should be across the range of principal job responsibilities so that a balanced view can be reached to support the evaluation of performance. Written records Formal warnings should be disregarded after a specified period of satisfactory performance. First written warning - 12 months written warning - 24 months Grievances an employee raises a grievance that relates to the capability procedure and its management and/or implementation, it may be appropriate to suspend the capability procedure until the grievance can be considered but such a delay should only be considered where there is a strong indication that the employee has been mistreated. Appraisal – getting it right and avoiding the pitfalls In this last section, we’ve set out some of the more critical points of knowledge based on members’ calls in recent years, from matters that we know cause head teachers the most concern and areas which head teachers and governing bodies regularly find themselves challenged on. Who’s appraised and who’s exempt?
Model%20staff%20appraisal%20and%20capability%20policy.docx