29. Capability Procedure.
29.1. At Architecture North Ltd, we are committed to helping our employees reach their full potential and perform their roles effectively.
29.2. However, there may be instances where an employee's performance falls below the expected standard.
29.3. In such cases, our Capability Procedures aim to provide support, guidance, and a structured process to help employees improve their performance.
29.4. These procedures apply to all employees of Architecture North Ltd and cover situations where an employee's capability to perform their role is a concern.
29.5. We believe in offering support and guidance to employees facing performance challenges. This includes providing training, coaching, and resources to help employees enhance their skills and capabilities.
29.6. We will handle capability issues fairly and consistently, ensuring that all employees are treated equitably.
29.7. We will maintain strict confidentiality throughout the capability process, sharing information only with those who have a legitimate need to know.
29.8. If a line manager identifies performance concerns, they will initiate an informal discussion with the employee.
29.8.1. This discussion aims to:
(a) Identify the specific performance issues.
(b) Understand any underlying factors contributing to the problem. Discuss potential solutions and support.
29.9. If the informal discussion does not lead to significant improvements, or if the performance issue is severe, a Performance Improvement Plan (PIP) may be developed.
29.9.1. The PIP will include.
(a) Clear and measurable performance objectives.
(b) A timeline for improvement.
(c) Support and resources provided to the employee.
(d) Regular review meetings to assess progress.
29.9.2. The employee will have the opportunity to discuss any challenges faced, and adjustments to the plan may be made as necessary.
29.9.3. If the employee's performance does not meet the required standard by the end of the PIP period, or if there is no significant improvement, the matter may be escalated to the formal capability process.
29.10. Formal Capability Process
29.10.1. The formal capability process involves.
(a) Notifying the employee in writing of the formal capability process.
(b) Conducting an investigation into the performance concerns.
(c) Arranging a formal capability meeting to discuss the issues and allow the employee to provide their perspective.
(d) Providing the employee with the opportunity to be accompanied by a colleague or union representative.
29.10.2. Reaching a decision on further action, which may include additional training, extended PIP, or other measures.
29.10.3. Informing the employee of the outcome and any actions required.
29.11. If the employee disagrees with the outcome of the formal capability process, they have the right to appeal the decision. The appeal process will be outlined in the outcome letter.
29.12. Following any intervention, we will continue to monitor the employee's performance and provide necessary support to help them meet the required standard. Regular check-ins and reviews will take place to ensure sustained improvement.
29.13. Our Capability Procedures are designed to be fair, supportive, and focused on helping employees reach their full potential. We encourage open communication, cooperation, and a commitment to continuous improvement.
29.14. We believe that by working together, we can overcome performance challenges and achieve success.

30. Capability Appeal Procedure.
30.1. At Architecture North Ltd, we are committed to providing our employees with a fair and transparent process for addressing capability concerns.
30.2. These Capability Appeal Procedures are in place to allow employees to appeal decisions related to their capability and to ensure that their concerns are heard and considered.
30.3. These procedures apply to all employees of Architecture North Ltd who have been subject to capability assessments or related decisions.
30.4. We will conduct capability appeal proceedings with fairness, transparency, and impartiality.
30.5. Capability appeals will be addressed promptly, with due consideration to all parties involved.
30.6. We will strive for consistency in our approach to capability appeals, taking into account the specific circumstances of each case.
30.7. If an employee wishes to appeal a capability-related decision, they must submit a written appeal request to the HR department within 5 working days of receiving the decision.
30.8. The appeal request should include:
(a). Details of the decision being appealed.
(b). Grounds for the appeal.
(c). Any supporting evidence or documentation.
30.9. An Appeal Review Panel will be convened to consider the appeal.
30.10. The panel may consist of HR representatives, managers, and relevant experts as needed. No member of the panel should have been directly involved in the original capability decision.
30.11. The employee will be invited to attend an appeal meeting with the Appeal Review Panel.
30.12. The employee may be accompanied by a colleague or union representative.