What is the difference between capability and conduct?
What is the difference between capability and conduct?
Conduct at work is a different issue to that of capability. Capability is when an employee is unable to reach expected standards of performance due to, for example, a lack of skill, ability, health, or training.
What is an example of a capability?
The definition of a capability is something that a person or thing is able to do. When a person can cook, this is an example of a situation where he has the capability to cook. When a computer can open a file, this is an example of a situation where the computer has the capability to open the file.
When do you need to use the capability policy?
This policy applies equally to full time and part time employees on a permanent or fixed- term contract. This policy applies where there is a genuine lack of capability displayed in the work that the employee is asked to deliver (e.g. lack of skill, aptitude, knowledge or ability).
What does it mean to have a lack of capability?
health or any other physical or mental quality in relation to the job that they are employed to do. A lack of capability (also defined in this guidance as underperformance) exists where an employee is not performing the job to the standard required. The Capability Policy provides a
Which is the best way to define capability?
Defining Capability Capability refers to an employee’s ability to perform the work expected of them to the required standards. This may be assessed by reference to an employee’s skill, aptitude, health or any other physical or mental quality in relation to the job that they are employed to do.
When to use formal procedure in capability review?
6.0 FORMAL CAPABILITY PROCEDURE The formal procedure will be used for cases of serious under performance or where the informal procedure has not resulted in improvement. There are three stages under the formal procedure. These stages are detailed below. 6.1 Preliminary Steps including Investigations
What is the purpose of the capability policy?
CAPABILITY POLICY. 1.0 INTRODUCTION. Monitor endeavours to ensure that its employees deliver an acceptable standard of performance for their role. It is Monitor’s aim to use this policy as a means of encouraging employees to improve performance wherever possible and provide help and support to restore and maintain effective contribution.
Why does my business need a capability procedure?
Unlike a disciplinary procedure, a capability policy should encourage improving the employee’s performance so it meets the company’s expectations. However, a capability policy will also explain that actions (including dismissal) may be considered if performance does not improve. Why does my business need a capability procedure?
health or any other physical or mental quality in relation to the job that they are employed to do. A lack of capability (also defined in this guidance as underperformance) exists where an employee is not performing the job to the standard required. The Capability Policy provides a
What is the overarching aim of a capability procedure?
The overarching aim of a capability procedure is to help an employee improve their performance. It’s about encouragement and support, as opposed to the punishment involved in disciplinary proceedings.