Yardstick recognises that most team members will meet or exceed the requirements of their role. However problems with performance can arise and this policy aims to set out a fair, transparent and consistent way that we will deal with performance issues. 

We will always consider and address all relevant issues under the Equality Act 2010 in relation to the nine protected characteristics including disability and any other issues raised by the team member.

Performance issues may become apparent in a variety of ways including but not limited to the following examples:

• Under/poor performance
• Persistent failure to meet aims and objectives
• Failure to achieve stated sales and/or performance targets.

There might be several reasons for this including but not limited to the following examples:

• Incompetence
• Lack of suitability to the role
• Lack of application
• Poor attitude
• Stress.

Informal resolution

We will endeavour to address performance issues as early as possible. Many such issues will form the basis for discussions during performance review meetings and/or appraisals, or may begin as informal discussions between you and your head of department.

In all cases, full consideration will be given to resolve these issues with the appropriate level of support to help you achieve the standards required without the need to resort to formal procedures.

All team members being the subject of informal resolution for capability matters will be informed in writing of the following:

• The improvement in performance required 
• The timescale for improvement 
• Any support to be received 
• The consequence of not meeting the performance targets. 

Formal resolution

Performance issues will normally only be the subject of formal procedures where the team member has been unable to meet the required improvements through the informal procedure and within the specified timescale.

If we decide to move forward to formal resolution then the principles of fairness, practice and procedure laid out under the Disciplinary policy above will be followed.

In the event that the team member appears incapable of achieving the standards required following appropriate support, training and warnings, then this will be regarded as issues of incapability that are potentially serious enough to justify dismissal.