It can often be difficult to decide whether a person's poor performance should be handled as a conduct or capability issue. In some cases, a problem may appear at first to be a conduct issue, but later transpires to be one of capability or vice versa.
Matters of conduct should be managed under the Disciplinary Procedure. Matters of capability should be managed under the Capability Policy.
The following comparison may help you decide:
| Capability | Conduct |
|---|
Either:
|
Or: |
The person is making an effort,
but is not achieving the required improvement |
The person does not make enough effort
|
|
They have received relevant
training, but they do not appear to have acquired the necessary skills
|
They are not applying skills they have
|
|
They ADMIT that they are not achieving the required standards
|
They do not agree on the problem identified
|
|
They cannot obtain relevant qualifications
|
They are not interested in obtaining relevant qualifications
|
|
They do not seem able to get there
|
They are not willing to get there |
|
Low output of work
|
They do not seem interested in improving
|
|
|
Unauthorised absences
|