Job Training

[cassa333]

If someone isn't very good at their job and refuses the on-job training that would help them reach the required standard what can we do about that person?

She refuses to believe she isn't very good. Partly due to a manager a few years back told her she was doing a good job (the manager left because she couldn't cope with her job!).

However she isn't and refuses to believe she isn't. She also doesn't work as part of the team and constantly complains about other people without thought to the daily cirumstances.

Can we sack her or do we have to keep her on even if she is rubbish?

Thanks

[factor-fiction]

Is there a performance management system? If so, some low performance ratings would send a signal. If pay rises are linked to performance this sends a powerful message.

Are objectives set? Make them stretching (for everyone- it will 'sort out the wheat from the chaff'.) Subtly change her duties. Give her more stretching tasks and targets (but make sure others are also stretched).

Can you not start to take action on grounds of incapability You should have a capability process. Certainly you can take action if she fails to attend a compulsory course.

Is the department due for a restructure? Maybe it's time people had to reapply for roles?


Be careful though in case of constructive dismissal claims.

[Margaret007]

II take it she has worked there for years, in with the bricks type of thing?

Be willing to lose your job but tell the owners/boss how bad she is.

My bet she will stay and you will go. Most Companies don not want smart people working for them. If you have brains, I am sad to say; only large enterprises may, I said just may, appreciate you.

[cassa333]

Thanks for the replys.

There is one manager above me and then the owner. The 'boss' and I have been given a broom and are allowed to use it so to speak.

She has been there years but with the new management team in place she realises she isn't golden girl any more but won't budge from her 'I am brilliant' stance. Tears have akways worked for her in the past......

She has been told that if she doesn't improve (and we are more than prepared to give her the requisit training) the she will have to be micro managed.

I think we will have to go down the root of performance reviews and picking her up when she doesn't do her job properly. It is going to be tedious as she has said she will only do exactly what is on her work sheet and no more.

The department is restructuring a bit so that might help but she works in two and is contracted for set hours. We can't give her more hours in the second department, where her performance is better.

As she is contracted to do a spacific amount of hours if we stopped her working in the department she isn't very good at would we have to find her more hours elsewhere?

[buildersmate]

The answer to your last question is 'yes' Cassa. Technically I suppose you could attempt to make her redundant from the department where she isn't very good, but you'd have to show surplus resources and 'cover all the other bases' about fair redundancy process - but it would get extremely messy. (You know a fair bit about the law, Cassa, so I'm not covering more on that).
Dismissing for capability is also messy (as I expect you know) and probably unachievable to do fairly (when the person is incompetent in one half of the areas in which she works). This sounds like a typical example of someone who has been allowed to get away with things for years - now you've bitten the bullet and are trying to do something about it. It requires a series of meetings between manager / staff member where performance is discussed and standards set. One then has to monitor and give feedback, and start the formal verbal/written warning disciplinary process if the required stds are not met. Only followed that could one dismiss. No wonder organisations shy aware from doing this and take the 'easy' route out by hiding behind redundancy to rid themselves of useless employees.
One question though - I feel it is really unusual that an employee is OK in one area but unacceptable in another. Is it a technical training area that is lacking? I ask because people are often 'useless' because they are 'poor communicators' or 'non-team players' - and such personal attributes are common (usually) across whatever they do.

[sara3]

I think you need to be seen to treat all staff equally and be careful not to single her out for different treatment. all staff should have clear targets and objectives, and should know what is expected from them. targets can also be based around behaviour, attitude, etc. and if she can be seen to "not measure up" you have grounds for taking further action.

but you can't set targets for just her when there are other staff at the same level.

[buildersmate]

"but you can't set targets for just her when there are other staff at the same level."

Sorry but I don't agree with that statement.