Capability Policy & Procedure - June 2026

6. Actions and Support

The aim of this policy is to support the employee to improve or to remain in the employment of the Authority. Options to consider include:

Training. This may be appropriate in cases where the employee’s role has changed or if new statutory requirements or legislation impact on the role for which no training or coaching has previously been provided.

Counselling. The employee may indicate that personal problems are impacting on his/her work performance.

Referral to Occupational Health. Should be considered if the employee’s health is impacting on his/her ability to perform at the required level.

Review of job profile and workload. This may be appropriate if it is apparent that the job has changed and/or the workload has increased to the extent that it is not manageable.

Referring the issue to the disciplinary procedure. It may become apparent that the employee has been negligent or is refusing to work to the required standard.

Redeployment. Should only be considered as a last resort if it is agreed that the employee is no longer able to carry out his/her current role and would benefit from moving to a different or less responsible role.

Making adjustments to the job. This should be considered if the employee is unable to undertake the full range of duties as a result of health or disability. In these cases, the employee should be referred to Occupational Health before determining a course of action.

Please refer to the HR Team for advice.