Where performance is below an acceptable standard, managers and HR units should use  these guidelines to undertake the task of managing underperformance.

The Guidelines – Managing Underperformance in Civil Service include a step-by-step guide for managers and jobholders to address underperformance issues and set out the role of HR Units in managing underperformance. 

They are not rigidly binding upon management and Departments are encouraged to adapt the guidelines to suit their own requirements.  The guidelines should be supplemented by training for managers.  Where appropriate, support will also be provided by more senior managers, HR Units and the Employee Assistance Service.

The Guidelines follow a 5 step approach

• Identify underperformance via the PMDS.
• Identify the reasons for/causes of underperformance via the Performance Review meeting.

Where the underperformance is related to sick leave and attendance matter go to sick leave management

• Decide and agree on the action required at the Performance Review Meeting using the Performance Improvement Action Plan.
• Resource the action.
• Monitor and provide feedback.

Where performance is not satisfactory continue to next steps of Dealing with Unsatisfactory Performance