The procedure for restoring
efficiency
10.13. If it appears that
a member of staff is unable to discharge his or her duties efficiently,
he or she will be given informal warnings and as much help and
encouragement as possible to discover the cause of the shortcoming.
These informal warnings may be given in the course of day-to-day
work by the line manager or by the Head of Office. If appropriate,
an interview will be arranged with the Welfare Officer. In the
case of frequent absences from work, the Houses of Parliament
Occupational Health, Safety and Welfare Service (OHSWS) may be
consulted (with the member of staff's consent). Performance will
be monitored over a further period of duty to ensure it comes
up to an acceptable standard.
10.14. If the informal
warnings, together with any training deemed appropriate by the
Line Manager or Human Resources Office, lead to insufficient improvement,
formal procedures may be initiated by the Head of Office and they
or the line manager should so inform the member of staff. This
may be done during the annual staff reporting exercise carried
out for most non-industrial grades. But it can also be done at
any other time. The member of staff will then be invited to a
meeting with their line manager or Head of Office and a member
of the Human Resources Office, following which the member of staff
may be formally warned in writing by the Human Resources Office
that his or her performance or attendance record is unacceptable.
Staff may be accompanied throughout the process by a companion
who is usually a trade union representative or colleague.
10.15. Following the issue
of a formal warning there is a fixed trial period during which
performance will be closely assessed, if appropriate against a
specific schedule of tasks. If performance continues to be unsatisfactory
then a further and final trial period will begin, if appropriate
in a different suitable post under another manager. Any targets
and timescales set during the trial periods will be reasonable,
and will take account of the nature of the duties and the experience
of the member of staff. During the trial periods appropriate assistance
and training will be given to encourage an improvement in performance.
It may also be appropriate at this stage for the member of staff's
case to be put before the OHSWS (with the member of staff's consent).
10.16. Written assessments
will be made on the member of staff's performance at the end of
each of the trial periods, and an interview will be held with
the member of staff to discuss the assessments. If there is insufficient
improvement during the final trial period, the member of staff
may be dismissed or downgraded.
10.17. In rare cases where
the consequences of the poor performance are such that the business
or reputation of the House could be seriously adversely affected,
it may not be appropriate for the full inefficiency procedures
to be invoked. Such cases may lead to summary dismissal under
the disciplinary procedures. Similarly if, during the application
of the inefficiency procedures, it appears that poor performance
is the result of lack of application or neglect of duty, disciplinary
procedures may be invoked.
10.18. Staff may appeal
to the Clerk of the Parliaments against any decision to dismiss
or downgrade them under these procedures.