At Handcrafted, we recognise that staff development, clear expectations, and fair support for performance management are essential to delivering high-quality services.

This policy sets out how Handcrafted addresses and supports staff performance, promotes professional development, and ensures that concerns about capability are managed fairly and in line with best practice guidelines.

This policy will be reviewed as required and at least annually by the group or individual responsible for review and authorised by the Trustees as below:

Group or individual responsible for review	Deputy Director of Operations: Engage Hub
Last review and approval	28/11/2024

Capability Policy

This policy applies to all employees of Handcrafted, including full-time, part-time, and temporary staff. The purpose of this Capability Policy is to:

Identify and address instances of poor staff performance in a fair and supportive manner.
Promote continuous improvement and professional development among our employees.
Ensure compliance with ACAS guidelines in managing staff performance.

Principles

Early Intervention

Poor performance concerns will be addressed promptly through open and supportive communication.

Supervisors and managers will provide regular feedback and coaching to help employees improve their performance.

Supportive Approach

Handcrafted is committed to supporting employees in their efforts to improve performance.

Employees will be encouraged to participate in training and development programs to enhance their skills.

Fair and Objective Assessment

Performance issues will be assessed objectively, considering relevant factors such as workload, resources, and personal circumstances.

Employees will have the opportunity to provide input and evidence related to their performance.

Training and Development

Handcrafted will provide access to training and development opportunities to help employees enhance their skills and address performance gaps.

Performance Improvement Plan (PIP)

If an employee's performance remains unsatisfactory after initial interventions, a formal Performance Improvement Plan (PIP) may be implemented.

The PIP will outline clear expectations, goals, timelines, and support mechanisms to help the employee improve their performance.

Review and Monitoring

Progress under the PIP will be reviewed regularly.

Managers and employees will discuss progress and make necessary adjustments to the plan as needed.

Dismissal as a Last Resort

Dismissal will only be considered as a last resort when all reasonable efforts to support performance improvement have been exhausted.

Procedure

Informal Stage

The line manager or supervisor will discuss concerns regarding poor performance with the employee.

The employee will be provided with constructive feedback and offered support, including access to training and resources.

Formal Stage (Performance Improvement Plan - PIP)

If poor performance persists, the employee will be invited to a formal meeting to discuss the implementation of a PIP.

The PIP will be documented in writing and shared with the employee.

The employee will have the opportunity to review and discuss the PIP and provide input.

Review Meetings

Regular review meetings will be scheduled to monitor progress under the PIP.

Adjustments to the plan may be made if necessary.

Consideration of Further Actions

If performance does not improve despite the PIP, further actions, including dismissal, may be considered in accordance with Handcrafted HR policies.

Confidentiality

All information related to staff performance, including discussions, meetings, and PIPs, will be treated confidentially in line with data protection regulations and Handcrafted policies.

Appeals

Employees have the right to appeal decisions made under this Capability Policy. Appeals should be made in writing to the HR department, and the appeal process will be conducted in accordance with Handcrafted HR policies.