11. Decision Meeting The Decision Meeting should be conducted by the Principal, unless the Principal has determined that the case should be heard by a member of the Local Governing Body. Where the Principal has delegated the formal meetings leading to the Decision Meeting to another senior manager, then that person should also attend the final decision meeting to ensure continuity. As with formal capability meetings and formal review meetings, at least 5 working days’ notice will be given and the written notification will give details of the time and place of the meeting and will advise the employee of their right to be accompanied by a work colleague, a trade union official. The outcome of the Decision Meeting will be one of the following: Performance has improved, the capability procedure will end and there will be a return to operational management and performance appraisal redeployment or demotion to lower graded role by mutual agreement Performance remains unsatisfactory with no likely hood of improvement and the employee will be dismissed or cease to work at the Academy. Alternative sanctions should be considered first and dismissal must be the last resort 11. Notice of Dismissal The Board of Trustees has delegated dismissal decisions to Principals in conjunction with Local Governing Bodies. The Decision Meeting, which can include a decision to give notice of dismissal should usually be chaired by the Principal (or in cases where the Principal is the direct line manager of the member of staff whose performance is subject of concern, this role can be undertaken by an appropriate member of the Local Governing Body. Staff members of the Local Governing Body may not undertake this role. Employees should only be dismissed, if despite warning, their capability has not improved within the specified timescale. The letter of notice of dismissal must contain: The reasons for dismissal The date on which employment will end The appropriate contractual period of notice The right of appeal against dismissal, including the timescales 12. Formal Warnings Where a First Written warning is issued, this will remain on the employee’s file for 6 months. Were a Final Written warning is issued, this will remain on the employee’s file for 12 months. On appeal, the possible outcomes are: The warnings are removed The length of the warning is reduced to a minimum of 6 months The warning is upheld
11. Decision Meeting The Decision Meeting should be conducted by the Principal, unless the Principal has determined that the case should be heard by a member of the Local Governing Body. Where the Principal has delegated the formal meetings leading to the Decision Meeting to another senior manager, then that person should also attend the final decision meeting to ensure continuity. As with formal capability meetings and formal review meetings, at least 5 working days’ notice will be given and the written notification will give details of the time and place of the meeting and will advise the employee of their right to be accompanied by a work colleague, a trade union official. The outcome of the Decision Meeting will be one of the following: Performance has improved, the capability procedure will end and there will be a return to operational management and performance appraisal redeployment or demotion to lower graded role by mutual agreement Performance remains unsatisfactory with no likely hood of improvement and the employee will be dismissed or cease to work at the Academy. Alternative sanctions should be considered first and dismissal must be the last resort 11. Notice of Dismissal The Board of Trustees has delegated dismissal decisions to Principals in conjunction with Local Governing Bodies. The Decision Meeting, which can include a decision to give notice of dismissal should usually be chaired by the Principal (or in cases where the Principal is the direct line manager of the member of staff whose performance is subject of concern, this role can be undertaken by an appropriate member of the Local Governing Body. Staff members of the Local Governing Body may not undertake this role. Employees should only be dismissed, if despite warning, their capability has not improved within the specified timescale. The letter of notice of dismissal must contain: The reasons for dismissal The date on which employment will end The appropriate contractual period of notice The right of appeal against dismissal, including the timescales 12. Formal Warnings Where a First Written warning is issued, this will remain on the employee’s file for 6 months. Were a Final Written warning is issued, this will remain on the employee’s file for 12 months. On appeal, the possible outcomes are: The warnings are removed The length of the warning is reduced to a minimum of 6 months The warning is upheld
Academies-Model-Capability-Policy-Support-Staff-Final-August-2017.docx