The policies on this website are from phase 1 of the ‘Once for Scotland' Workforce Policies Programme.
Further policies will become available in later phases.

Capability Policy : flowchart text alternative

When a performance issue is identified, this text alternative for the Capability Policy flowchart [PDF] provides an accessible summary of the process that should be followed.

Overview of chart structure

The chart starts with a performance issue identified. There are then three initial steps:

  1. Manager meets with employee to discuss required improvements and additional support or both
  2. Manager carries out an initial assessment of risk
  3. The question is asked, is investigation required?

If a risk is identified then this risk must be managed otherwise the next step would be a meeting to discuss the required improvements. After a supported improvement plan is agreed this is reviewed. If the required performance has been met this is the end of the process. If the required performance has not been met then the next step is a Stage 1 meeting. The flowchart then steps through the three stages of the formal process.

If an investigation is required then the next step is to use the Workforce Policies Investigation Process. After the Workforce Policies Investigation Process Report there are three possible outcomes.

  1. No further action
  2. Use another workforce policy/progress to relevant formal stage
  3. Learning outcomes

If the outcome is learning outcomes the flow joins up with the early resolution meeting to discuss required improvements.

Capability flowchart

Chart begins with a performance issue being identified. Then there are three steps:

  1. Manager meets with employee to discuss required improvements and additional support or both
  2. Manager carries out an initial assessment of risk
  3. The question is asked, is investigation required?

If the answer is yes to the question, is investigation required, then use the Workforce Policies Investigation Process. Then the Workforce Policies Investigation Process Report is submitted to manager. Then there are three possible outcomes:

  1. No further action
  2. Use another workforce policy/progress to relevant formal stage
  3. Learning outcomes

If the outcome is 3, learning outcomes, then the flow connects to the step, meeting to discuss required improvements. To go to this step, follow the next link otherwise skip the next link. Jump to the step, meeting to discuss required improvements.

If the answer is no to the question, is investigation required, then the question is asked, risk identified?

If the answer is yes to the question, risk identified, then manage risk. Then the flow connects to the step, meeting to discuss required improvements. To go to this step, follow the next link otherwise skip the next link. Jump to the step, meeting to discuss required improvements.

If the answer is no to the question, risk identified, then meeting to discuss required improvements. Then agree a supported improvement plan, then review supported improvement plan. Then the question is asked, has the required performance standard been met? If the answer is yes to the question, has the required performance standard been met, then the process ends.

Stage 1

If the answer is no to the question, has the required performance standard been met, then Stage 1 meeting. Then agree a supported improvement plan, then supported improvement plan meeting or meetings. Then final review meeting. Then the question is asked, has the required performance standard been met? If the answer is yes to the question, has the required performance standard been met, then the process ends.

If the answer is no to the question, has the required performance standard been met, then progress to Stage 2. Then the question is asked, has employee lodged an appeal? If the answer is no to the question, has employee lodged an appeal, then continue to progress to Stage 2.

If the answer is yes to the question, has employee lodged an appeal, then there is an appeal hearing. Then the question is asked, has the appeal been upheld? If the answer is yes to the question has the appeal been upheld, then the flow returns to the step, supported improvement plan review meeting or meetings. To go to this step, follow the next link otherwise skip the next link. Jump to the step, supported improvement plan review meeting or meetings

If the answer is no to the question, has the appeal been upheld, then continue to progress to Stage 2.

Stage 2

Then Stage 2 meeting, then update supported improvement plan or consider other options or do both. Then supported improvement plan review meeting or meetings. Then final review meeting, then the question is asked, has the required performance standard been met? If the answer is yes to the question, has the required performance standard been met, then the process ends.

If the answer is no to the question, has the required performance standard been met, then the question is asked, are there extenuating circumstances? If the answer is yes to the question, are there extenuating circumstances, then timescales are extended and then the flow returns to the step, Stage 2 final review meeting. To return to this step, follow the next link otherwise skip the next link. Jump to step, Stage 2 final review meeting.

If the answer is no to the question, are there extenuating circumstances, then progress to Stage 3. Then the question is asked, has employee lodged an appeal? If the answer is no to the question, has employee lodged an appeal, then continue to progress to Stage 3.

If the answer is yes to the question, has employee lodged an appeal, then there is an appeal hearing. Then the question is asked, has the appeal been upheld? If the answer is yes to the question, has the appeal been upheld, then the flow returns to the step, Stage 2 meeting. To return to this step, follow the next link otherwise skip the next link. Jump to step, Stage 2 meeting.

If the answer is no to the question, has the appeal been upheld, then continue to progress to Stage 3.

Stage 3

Then Stage 3 hearing, then the question is asked, can the required standard of performance be met? If the answer is yes to the question, can the required standard of performance be met, then supported improvement plan, then Stage 3 hearing adjourned until date of review of supported improvement plan, then the flow returns to the step, Stage 3 hearing. To return to this step, follow the next link otherwise skip the next link. Jump to the step, Stage 3 hearing.

If the answer is no to the question, can the required standard of performance be met, then there are two possible outcomes:

  1. Consider permanent redeployment
  2. Consider termination on grounds of capability

If outcome 1, consider permanent redeployment, then the question is asked, has redeployment been successful? If the answer is yes to the question, has redeployment been successful, then the process ends. If the answer is no to the question, has redeployment been successful, then return to Stage 3 hearing. To return to this step, follow the next link otherwise skip the next link. Jump to the step, Stage 3 hearing.

If outcome 2, consider termination on grounds of capability, then the question is asked, has employee lodged an appeal? If the answer is yes to the question, has employee lodged an appeal, then the question is asked, has the appeal been upheld? If the answer is yes to the question, has the appeal been upheld, then the flow returns to the step, Stage 3 hearing. To return to this step, follow the next link otherwise skip the next link. Jump to the step, Stage 3 hearing.

If the answer is no to the question, has the appeal been upheld then the flow returns to outcome 2, consider termination on grounds of capability. To return to this step, follow the next link otherwise skip the next link. Jump to the step, consider termination on grounds of capability.

Relates to concerns regarding an employee’s knowledge, skills or ability to perform their role.

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