Covid-19 Update

We have taken the decision to make changes to the way we progress some of our employee relations processes until further notice. These processes include:  

  • supporting attendance  
  • performance management 
  • discipline 
  • grievance 
  • bullying and harassment 

There are a number of factors that have necessitated this approach and these are explained in the Employee Relations Protocol.  We would ask you to read it carefully so that you understand your responsibility as managers in dealing with all current and future issues that may arise over the coming weeks.   

If you are a manager of employees actively involved in any of these management processes, or you have been appointed as an Investigating Officer, we would ask that you contact those individuals involved as soon as possible to advise of any changes and the time-frame involved (this is detailed in the protocol and will depend on the policy being followed and the stage it is currently at).   

To clarify, all cases will remain active, but we have amended some of our processes in order to comply with government advice around social distancing and to ensure the safety of all our employees during this difficult time.  

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  5. Managing Performance
  Managing performance can be a challenging area of management and referring to this guidance note will help you deal with performance issues in a fair and consistent manner. It is your responsibility to monitor and manage employee performance. The aim is to support the employee to achieve the required standards of performance through the setting of realistic and achievable standards.  

Managing Performance Pages

Managing Performance – Stage 1

Managing Performance – Stage 2

Managing Performance – Stage 3

Managing Performance – Appeal


Managing Performance Overview

These pages will provide you with a general overview of the Managing Performance Policy and Procedure.

If you are an employee and want more advice and guidance, you should contact your Trade Union.  You may also want to make use of the Council’s Counselling Service.

Managing Performance should be used when an employee’s standard of performance falls short of the expected standard.  It should not be confused with Managing Discipline.

For a quick overview of Managing Performance, please view the video below:

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Service Responsibility

Your responsibility is to monitor and manage employee performance. You should provide reasonable support to employees who are not performing satisfactorily with the aim of assisting the employee to achieve the required standards of performance. You should always make an early intervention where an employee’s performance has become a concern. This should be done by addressing any issues at the time they occur in a supportive manner.  If you follow the Managing Performance policy with an employee, this should never come as a complete surprise to them. At the same time, employees are expected to co-operate with the requirements of the Managing Performance policy and procedure and to take all reasonable steps to improve their work performance where it has become a management concern. While HR must be notified about any formal performance processed the Service is responsible for undertaking the entire process through to the completion of the capability report.  If a case is to be progressed to a hearing, at that point an assigned representative from People and Organisation will support the Chair of the hearing.  Copies of all letters and documents relating to the performance process should be sent to People and Organisation for putting into an employee’s file. The Service is also responsible for making any referrals to professional bodies, including Disclosure Scotland.    

Further Documentation

Managing Performance Guidance Managing Performance Policy Appeals Sub Committee Procedure  

Case Study

Managing Performance Case Study Click here to return to the main Employee Relations Add a ‘Like’ and/or a ‘Rating’ below to indicate how useful you found this page
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