Performance Capability Procedure
The Performance Capability Procedure has been revised and became effective on Friday 1 March 2024.
The revised procedure will also apply to any individual who is already subject to performance capability proceedings. There are no material changes that would impact on the process that employees are already following.
The key changes you should be aware of are:;
- the procedure is more closely linked to the Performance Management Framework to ensure adequate steps have been taken to improve performance prior to moving into the Performance Capability Procedure
- confirmation that the procedure is intended to be a supportive measure aimed at improving performance
- additional information included in relation to related procedures including probation and induction.
Find out more about the new procedure and contacts by visiting our Performance capability procedure page
Redundancy, Redeployment and Protection of Earnings Policy
The Redundancy, Redeployment and Protection of Earnings Policy has been revised and became effective on Friday 1 March 2024.
For employees currently within a service redesign process, who have begun engagement or consultation, the former policy provisions will remain in place. New processes beginning on or after 1 March 2024 will have the new policy applied.
The key changes you should be aware of are:
- Group at risk: This provision has been removed and employees will now be given at risk status when it is known that they do not have a position.
- Pay protection: This has been reduced from 2 years to 18 months.
- Excess travel and excess travel time: This has been reduced from 3 years to 18 months.
- Portability of pay protection: This will no longer be applied where following initial redeployment, an employee voluntarily moves to another position.
- Slotting: Positions impacted as part of a service redesign were required to be 80% or more the same to enable the employee to be slotted into the new position. Slotting decisions will now be based on a comparison between the existing and new Job and Person Profiles (JPPs) to determine whether roles are “substantially the same”.