Six steps you must follow to determine if your employee's capable of doing his job
This process is correct and in line with legal requirements. It's important you follow it closely.
Ensure the employee has defined and measurable goals. For example, a job profile.
Conduct regular performance reviews – both formal and informal.
If performance deviation occurs, provide the employee with assistance to enable him to improve performance. Assistance could be in the form of:
• Counselling; and/or
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If performance reviews indicate poor or non-performance, you should inform the employee of the exact requirements to correct performance deviation.
You can terminate the incapacity process if the employee's performance improves sufficiently to meet the requirements of the job (after a reasonable period of time). If performance doesn't improve, you should gather all the necessary evidence, both of support provided and indications of poor and non-performance.
In your incapacity meeting, you'll meet with the employee to discuss a specific improvement plan. The improvement plan must detail the following:
• The 'what' (that the employee must achieve);
• The 'how' (way the work must be done); and
• The when (that the work must be done by).
It's always a good idea to document all incapacity proceedings in detail, but it's especially important that the improvement plan and consequences are formalised and signed by both you and the employee.