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failure to meet the requird standard of work
lynneg

9 Posts

Posted:  22-Jul-2009 12:10
Hi has anyone had any experience of dealing with an employee who is failing to meet the required standard of work set out in her job desciption? We have an employee who was originally employed as a receptionist who then trained as a phlebotomist and then trained as HCA. After two years she is fully trained with NVQ3, but is failing to support the nursing team miserably! I minuted their nurse/HCA quarterly meeting yesterday and can clearly see why the nurses have approached me with their concerns for HCA. In their meeting January 09 it was clearly outlined that she should be carrying out specific duties to support both nurses, but despite these issues being raised again in their May meeting stil nothing has been done, so yesterday they addressed it again with a view to it being revisited at their next meeeting in Sept,but I feel it cannot wait any suggestions please? Thanks Lynne

Lynne G
harrym

8 Posts

Posted:  23-Jul-2009 16:58
hopefully your disciplinary procedure ,included with your employees terms and conditions of employement, should guide you thru this problem. it is very tricky. in this case it seems that the problem might that of your employee's knowledge and skills rather than the usual employee issues of timekeeping and work ethic etc. this makes it more of a headache i am afraid. lots of note taking and meetings and patience with the providing of help and probably some professional advice would be the order of the day. good luck!
garyr

39 Posts

Posted:  23-Jul-2009 17:32
Hi Lynne, this seems to be a delicate situation.it does all come down to protocols now and how you adhere to them.and these protocols need to have been set-up in advance, that is, as Harry suggests, at the time of employment.
if the terms are not properly written then when you follow them you will be making a mistake. if they are properly written then you only make mistakes if you apply faulty reasoning ( deciding to procede with a disciplinary action when it isnt appropriate)or if you wrongly follow the protocol.
If you want cast-iron protocols/terms and conditions etc then you will have to set these up with a legal service such as Judicium ( Link - they are however not cheap, but will provide you with an excellent level of service.
If you dont want to spend out on a legally qualified service then you will have to make do with what most of us do- that is use cut-and-paste protocols, words borrowed from others and pasted into your terms and conditions. these are often provided by PCTs or from friendly PMs, or from companies that organise sharing such as firstpracticemanagement or from this website. this is what most of us do and it works out well in the end ( mostly!)
In your current case though, the situation calls for some decisions about how to act now. again, you can either obtain proper legal advice ( which means that you have certain rights should it all go wrong- relating to the standard of care your legal advisor provides you with) or find your way thru with the help of advisors who are not legally trained. to be honest- the latter is what most of us do in practice. there are some common pitfalls, which are essentially our risk as we choose to do the work ourselves. a good course or a book in employee management and industrial tribunal avoidance is to be recommended.



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