If you’re on special measures as an employee in local government what does it involve?

[TellySavalashairbrush]

A colleague of mine has just told me they have been put on special measures. We work for local government ( with vulnerable children). She openly struggles with the job as a result of her Asperger diagnosis,but has been very well supported by management for several years. Could they sack her?

Yes. If you have an employee where their performance falls short of the necessary levels, and after performance review plans and changes still cannot meet the requirements of the role they can be dismissed.

Thanks for your reply. Would this be over a set amount of time? Tbh management have been very patient with her, bending the rules almost to retain her, but think they are concerned she could leave the young people we work with open to safety and well-being risks as a result of her short falls.

It very much depends on the workplace and policies.

I've generally followed the advice that a performance plan should be three months with reviews on progress every two weeks. Then if after three months they don't meet the objectives set out you let them go and pay them not to work their notice period (if they're so bad you don't want them it's ridiculous to want them to work their notice period).

Your scenario is a little different. If I had an employee on a performance improvement plan because I thought there was a regulatory risk (in your case safeguarding) then the plan would also include certain actions being double checked by an appropriate subject matter expert with sufficient authority to sign off the work as correct.

I'd also be concerned that if I were the employees manager then any laxity on my part in following disciplinary processes could have a real impact on me if there is an incident where safety is compromised or harm is caused.

Personally I wouldn't be bending rules to retain someone if I thought they could do real harm through their inability to meet the requirements of the job.

You’re so right. She got a new line manager 2 months ago and this manager appears to be more on the ball than the previous ones. Hate to be cynical, but I think the manager is covering their own back, rather than worrying about my colleague’s future. It’s sad, but as I say, it’s a miracle she lasted in the job as long as she did. Thanks again.

From what you say everyone benefits from her leaving. She won't have the stress of a role she can't handle, service users will be safer and her manager will have more time for useful work. Performance managing someone is a horrible task that consumes more time than anyone realises and it's not nice. I'll be honest and say that id i had a staff member who I thought would put people at risk I'd get rid of them in a flash, but while doing it I'd hate the whole experience and feel quite upset about the impact it has on them.