[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-1-en-105":3,"doc-seo-352364-105":53,"doc-detail-352364-en":127},{"code":4,"msg":5,"data":6},0,"success",[7,14,19,24,29,34,39,44,49],{"id":8,"doc_module":9,"doc_module_name":10,"category_name":11,"show_sort_weight":12,"slug":13},11,1,"Template","Presentations",90,"presentations",{"id":15,"doc_module":9,"doc_module_name":10,"category_name":16,"show_sort_weight":17,"slug":18},12,"Resumes",80,"resumes",{"id":20,"doc_module":9,"doc_module_name":10,"category_name":21,"show_sort_weight":22,"slug":23},14,"Invoices",70,"invoices",{"id":25,"doc_module":9,"doc_module_name":10,"category_name":26,"show_sort_weight":27,"slug":28},15,"Posters",60,"posters",{"id":30,"doc_module":9,"doc_module_name":10,"category_name":31,"show_sort_weight":32,"slug":33},16,"Social Media",50,"social-media",{"id":35,"doc_module":9,"doc_module_name":10,"category_name":36,"show_sort_weight":37,"slug":38},17,"Forms",40,"forms",{"id":40,"doc_module":9,"doc_module_name":10,"category_name":41,"show_sort_weight":42,"slug":43},18,"Letters",30,"letters",{"id":45,"doc_module":9,"doc_module_name":10,"category_name":46,"show_sort_weight":47,"slug":48},21,"Paper Templates",5,"papers-templates",{"id":50,"doc_module":9,"doc_module_name":10,"category_name":51,"show_sort_weight":4,"slug":52},158,"General","general-158",{"code":4,"msg":54,"data":55},"ok",{"site_id":56,"language":57,"slug":58,"title":59,"keywords":60,"description":61,"schema_data":62,"social_meta":120,"head_meta":122,"extra_data":124,"updated_unix":126},105,"en","uobat-policy-c9-staff-capability","Uobat Policy C9 Staff Capability","","Staff capability policy outlining a fair, consistent and supportive framework for managing cases where employees cannot meet required standards due to skill, aptitude, ability and/or physical or mental capacity. Defines eligibility exclusions, including probation periods, self-employed workers, and situations involving willful refusal or lack of care. Establishes roles for employees, managers, and the People Department, and sets core principles covering informal resolution, equality duties, early intervention, confidentiality, meeting conditions, suspension on full pay, and support options such as named contacts and employee assistance.",{"@graph":63,"@context":119},[64,80,102],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":41,"@type":70,"position":76},"https://docshare.wps.com/template/letters/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/uobat-policy-c9-staff-capability/352364/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/uobat-policy-c9-staff-capability/352364.png","ImageObject",442,249,{"name":88,"@type":89},"Hazel","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/pdf","2026-10-14","2026-09-22",true,{"@type":98,"interactionType":99,"userInteractionCount":101},"InteractionCounter",{"@type":100},"ViewAction",6,{"@type":103,"mainEntity":104},"FAQPage",[105,111,115],{"name":106,"@type":107,"acceptedAnswer":108},"What situations does the staff capability policy cover?","Question",{"text":109,"@type":110},"It applies when an employee cannot meet required standards due to skill, aptitude, ability and/or physical or mental capacity, including issues like lack of qualification, training gaps, health conditions, and changes to role or work allocation.","Answer",{"name":112,"@type":107,"acceptedAnswer":113},"What are managers responsible for under the policy?",{"text":114,"@type":110},"Managers must provide performance management and appraisal aligned with Trust policies, ensure staff understand expectations, intervene promptly for minor concerns, and apply the informal and formal capability procedures when needed.",{"name":116,"@type":107,"acceptedAnswer":117},"Are there any exclusions from this capability policy?",{"text":118,"@type":110},"Yes. It does not apply to unacceptable performance caused by lack of care or willful refusal (handled under the disciplinary policy), does not cover employees in their probation period (managed under a separate policy), and does not cover self-employed workers or employees covered by other employers’ policies.","https://schema.org",{"og:url":78,"og:type":121,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":123,"canonical":78},"index,follow",{"doc_id":125,"site_id":56},352364,1791167030,{"code":4,"msg":5,"data":128},{"doc_id":125,"user_id":129,"nickname":88,"user_avatar":130,"doc_module":9,"category_id":40,"category_name":41,"doc_title":59,"doc_description":61,"doc_content":131,"file_id":132,"file_url":133,"file_type":134,"file_size":135,"view_count":101,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":15,"language":136,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":137,"faqs":138,"seo_title":139,"seo_description":61,"update_tm":140,"read_time":79},137441390410,"https://ap-avatar.wpscdn.com/avatar/2000252f4ab5702993?_k=1776741390130283984","Contents Page  \n1. Introduction 1  \n2. Roles and Responsibilities 2  \n3. Principles 2  \n4. Informal Procedure 3  \n5. Formal Procedure: Stage One 4  \n6. Formal Procedure: Stage Two 5  \n7. Formal Procedure: Stage Three 6  \n8. Appeal 6  \n9. Policy Status and Review 7  \n10. Appendix a: Flowchart 8  \nAppendix b: Delegation of Responsibility Matrix 9  \nAppendix c: Personal Improvement Plan Template 10  \n1. Introduction  \n1.1 The Trust is committed to delivering excellence for its pupils and their families , staff and the local communities it serves. It seeks to deliver against this commitment by ensuring there is a highly knowledgeable, skilled and competent workforce.  \n1.2 The Trust encourages open communication between employees and their managers, enabling potential capability issues to be dealt with through supervisory support.  \n1.3 This policy aims to provide a framework for a fair, consistent and supportive approach to managing capability situations that cannot be resolved through other performance management mechanisms.  \n1.4 The capability policy and procedure apply where an employee is unable to carry out the work to the required standard due to skill, aptitude, ability and/or any other physical or mental capacity. This may include:  \n• Lack of qualification or knowledge  \n• Lack of aptitude, skill or experience  \n• Lack of training and development  \n• Lack of proficiency or professionalism  \n• Short or long-term health conditions, including absence arising from ill health  \n• Changes to the role and associated responsibilities  \n• Changes in the nature and allocation of work  \n• Personal/family difficulties  \nThis list is not exhaustive.  \n1.5 This policy does not apply where unacceptable performance is due to lack of care or willful refusal by the employee. These situations are dealt with under the disciplinary policy.  \n1.6 This policy applies to all employees of the Trust except for those within their probation period.  \nCapability issues for those within their probation period should be managed in accordance with the Probation and Appointment Support Policy giving due consideration to the principles contained herewith.  \n1.7 This policy does not apply to self-employed workers or workers contracted by other organisations (including employment agencies) who are covered by their own employer’s policies.  \n1.8 The provisions of this policy reflect the ACAS Code of Practice on Disciplinary and Grievance Procedures 2015; within which disciplinary procedures encompass the management of poor performance.  \n2. Roles and Responsibilities  \n2.1 All employees and managers have a personal responsibility to provide efficient, professional and courteous services at all times in accordance with:  \n• Their job role, job description and terms of employment  \n• The Staff Code of Conduct  \n• Professional Standards appropriate to their role  \n• Trust policies and procedures  \n• Statutory requirements  \n2.2 Managers are responsible for performance managing and appraising their staff in line with Trust policies. This ensures staff understand the expectations of them and are set realistic and measurable standards of performance. Where concerns emerge regarding the standard of performance, managers are responsible for:  \n• Ensuring staff are aware that their performance falls below the required standard  \n• Intervening promptly where minor capability concerns are identified  \n• Implementing the informal and formal capability procedure as outlined within this policy  \n2.3 The People Department is responsible for developing and updating this policy in accordance with statutory and Trust requirements, as well as providing fair and consistent advice to managers and employees regarding the application of this policy and associated procedures.  \n3. Principles  \n3.1 Minor capability concerns are often effectively addressed through an informal discussion between an employee and their line manager. Where possible, this should be resolved outside the ","cbCaichlLCLEcl0v","https://ap.wps.com/l/cbCaichlLCLEcl0v","pdf",1909273,"English","# Introduction\n# Roles and Responsibilities\n# Principles\n# Informal Procedure\n# Formal Procedure: Stage One\n# Formal Procedure: Stage Two\n# Formal Procedure: Stage Three\n# Appeal\n# Policy Status and Review\n# Appendix a: Flowchart\n# Appendix b: Delegation of Responsibility Matrix\n# Appendix c: Personal Improvement Plan Template","[{\"question\":\"What situations does the staff capability policy cover?\",\"answer\":\"It applies when an employee cannot meet required standards due to skill, aptitude, ability and/or physical or mental capacity, including issues like lack of qualification, training gaps, health conditions, and changes to role or work allocation.\"},{\"question\":\"What are managers responsible for under the policy?\",\"answer\":\"Managers must provide performance management and appraisal aligned with Trust policies, ensure staff understand expectations, intervene promptly for minor concerns, and apply the informal and formal capability procedures when needed.\"},{\"question\":\"Are there any exclusions from this capability policy?\",\"answer\":\"Yes. It does not apply to unacceptable performance caused by lack of care or willful refusal (handled under the disciplinary policy), does not cover employees in their probation period (managed under a separate policy), and does not cover self-employed workers or employees covered by other employers’ policies.\"}]","Uobat Policy C9 Staff Capability | PDF",1790099231]