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.

Conduct Policy : flowchart text alternative

When a conduct issue is raised, this text alternative for the Conduct Policy visual flowchart [PDF] provides an accessible summary of the process to be followed.

Overview of chart structure

This chart starts with a conduct issue being raised, then the question is asked, is Early Resolution appropriate? The chart then branches into two routes. The first follows the Early Resolution process and the second follows the formal route of the Workforce Policies Investigation Process.

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

  1. No further action
  2. Use another workforce policy
  3. Progress to a formal conduct hearing

During the Early Resolution process, an initial meeting between the employee and the manager takes place. After the required improvements have been identified, they are reviewed within an agreed timescale. If the required improvements have been met, this is the end of the process. If the required improvements have not been met, then the formal process begins. At this point the flow connects to the formal route of the Workforce Policies Investigation Process.

Conduct flowchart

Early Resolution

Chart starts with a conduct issue being raised, then the question is asked, is Early Resolution appropriate? If the answer is yes to the question, is Early Resolution appropriate, then there is an initial meeting between employee and manager, then identify and support improvements required with timescales. Then review meeting or review meetings, then the question is asked, have the required improvements been met? If the answer is yes to the question, have the required improvements been met, then the process ends.

If the answer is no to the question, have the required improvements been met, then the formal process begins and the flow connects to the step, use the Workforce Policies Investigation Process. To go to this step, follow the next link otherwise skip the next link. Jump to the step, use the Workforce Policies Investigation Process.

If the answer is no to the question, is Early Resolution appropriate, then use the Workforce Policies Investigation Process. Then the question is asked, investigation report recommends referral to a formal conduct hearing? If the answer is no to the question, investigation report recommends referral to a formal conduct hearing, then there are two options:

  1. No further action required/process ends
  2. Use another workforce policy

If the answer is yes to the question, investigation report recommends referral to a formal conduct hearing, then the flow connects to the step, formal conduct hearing. To go to this step, follow the next link otherwise skip the next link. Jump to step, formal conduct hearing.

Formal Approach

Then formal conduct hearing, then there are three possible outcomes:

  1. No case to answer
  2. Learning outcome
  3. Formal disciplinary sanction

If the outcome is 1, no case the answer, then the process ends.

If the outcome is 2, learning outcome, then the question is asked, has an appeal been lodged? If the answer is yes to the question, has an appeal been lodged, 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 outcome is changed, then the process ends.

If the answer is no to the question, has the appeal been upheld, then the flow connects to the step, learning outcome required. To go to this step, follow the next link otherwise skip the next link. Jump to the step, learning outcome required.

If the answer is no to the question has appeal been lodged, then learning outcome required, then the process ends.

If the outcome is 3, formal disciplinary sanction, then the question is asked, has an appeal been lodged? If the answer is no to the question has appeal been lodged, then formal disciplinary sanction, then the process ends.

If the answer is yes to the question, has an appeal been lodged, 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 outcome is changed, then the process ends.

If the answer is no to the question, has the appeal been upheld, then the flow connects to the step, formal disciplinary sanction. To go to this step, follow the next link otherwise skip the next link. Jump to the step, formal disciplinary sanction.

Applies to behaviour or conduct that falls below the standard required by NHSScotland or is in breach of policy.

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