Conducting investigations
In a disciplinary or grievance investigation, the person conducting the investigation should do their best to:
- be fair and objective
- follow any policies or guidelines your workplace might have
- get as much information on the case as is reasonable
- not try to prove guilt, but get balanced evidence from both sides
- keep the case confidential.
In a disciplinary procedure, the person investigating should be finding out if there is an issue that needs to be addressed, not trying to prove guilt.
Please see the guide to conducting investigations for managers who have been asked to conduction investigations.
Managing performance capability
Where either your 1:1s or the appraisal process has identified that your employee is underperforming, usually where they have failed to meet targets, it will be important to address this issue under a formal process to ensure it is managed appropriately.
Generally, a formal capability process will need to be undertaken to manage, and improve, any underperformers. It will be a good idea to inform the employee that their line manager will be commencing a capability process after the appraisal meeting.
A capability process should be undertaken without delay and in line with the University's capability procedures.
Capability policy and procedure