Appointing one point below
In rare cases, managers may appoint a new employee to a single point, one point below the incremental Grade minimum. One point below will only apply for a period of up to 12 months.
One point below is the spine column point below the lowest point of the appropriate grade. This is a single point appointment.
We will award no increments during the period of single point. The standard six-month probationary period and capability policy and procedure will not apply.
We will set starting objectives for new employees that we appoint under this scheme. The process provides an opportunity to link development and goals to professional accreditation. We will give appropriate requirements where necessary.
Managers will use the 12-month period of continuous review to review and assess an employee's:
- ability
- aptitude
- conduct
- performance against targets
- objectives set
This period will include inducting, training and advising an employee on their duties and responsibilities. We want to ensure the best from all our employees and make a fair assessment of their progress.
The line manager will regularly review all appointments under this process. The line manager can move an employee to the bottom of the appropriate grade at any time during the first 12 months. This is on the basis the employee has:
- fully met the standards of ability
- the aptitude and conduct required for the post
- performed successfully against targets or objectives
This is in addition to any requirements to achieve the necessary qualification or suitable progress toward achieving the required qualification.
When managers move employees, this will typically be to the bottom of the grade for their role. Managers must discuss exceptions to this with HR first. After that, the employee is entitled to the normal incremental pay progression for the post.
Managers will tell the employee if they believe they are making improvements or adequate progress. The manager will tell the employee as soon as possible or in their regular review meetings.
We will not extend the 12-month period to make any exceptions.
If an employee is not making satisfactory progress, the manager will follow our formal procedure.
Stage 1 - First formal review meeting
The manager will meet the employee if they are not meeting the standard required. The meeting is to be no later than six months after the employee's start date. The manager will formally advise them that they are not meeting the standard required, such as:
- achieving the required qualification for the post
- making suitable progress for the necessary qualification for the post
Employees' may be accompanied by:
- colleague
- trade union official
- trade union representative
The manager will put a plan in place for the employee to:
- achieve the required standard or qualification for the post
- makes suitable progress towards achieving the required standard or qualification for the post
The manager will set a reasonable timescale for further review.
Stage 2 – Final formal review meeting
The manager will meet with the employee to review the plan agreed at the Stage 1 meeting to assess the employee's progress.
In the meeting, they will need to reach an agreement on the way forward. They must do this no later than nine months after the employee's start date.
The manager will advise the employee that an outcome may be dismissal. Employees may be accompanied by:
- colleague
- trade union official
- trade union representative
The outcome of the meeting may include:
- appointment to post grade at the minimum salary level
- further support if sufficient progress is made and the manager is confident that the employee will achieve what is required in the 12 month period
- transfer by agreement to an appropriate post if one is available within the director or service area. This will be a local arrangement and is not covered by the redeployment policy
- dismissal with notice due to not achieving the required standard or qualification.
Employees may appeal against a decision to dismiss. The employee must do this within ten days of receiving their dismissal letter.
We will arrange a probation appeal hearing (one point below). A relevant senior manager will hear the appeal. Generally, the assistant director or above within the service area will attend with an HR representative.
The employee has the right to be accompanied. The outcome of this hearing is final with no further internal right of appeal.