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Performance and conduct

The University’s mission is to become the UK’s leading University for world class professionals and aims to strengthen the student experience with emphasis on high-quality teaching and course provision, recognising that a committed, motivated workforce is integral to the achievement of its strategic objectives.

This area includes a range of policies, procedures and guides to assist you as a manager to confidently deal with performance and conduct in a fair manner, and assist the University in achieving its goals.

This section also highlights the importance of informal and formal measures that can be used to address issues as well as highlighting support for employees where appropriate.

Performance Management

Performance management is the process of creating a work environment where people are enabled to perform to the best of their abilities.

As a manager, you need to adopt performance management practices that will facilitate the continuous review and on-going development of your department / team in order to deliver departmental, faculty and University objectives.

The underlying assumption is that by managing the performance of the individual and team, departmental and organisational performance will follow and by raising individual and team levels of performance, organisational performance will improve. Equally, when performance of individuals is not managed, this can lead to frustration and discontent amongst team members.

Further information on managing performance can be found in the Performance Management Guide.

Absence Management

The University is committed to maintaining the health, safety and welfare of its most important asset – its workforce. The Managing Absence Policy and Procedure provides a clear step-by-step approach whereby absence can be managed and support provided to staff with health issues, including the provision of Occupational Health.

Through the management of absence, the University aims to create a culture within which all employees work to maximise attendance for the benefit of both themselves and stakeholders. The Guidance Notes for Managers provide further clarification for you as a manager, with an emphasis on the appropriate use of both informal and formal measures.

The University has also produced two training videos to support you in managing absence:


Where poor performance relates to the inability of an employee to meet the required standards of the role through insufficient skill levels or aptitudes, the Capability Procedure provides guidance to managers in addressing this.

In particular, it raises the effectiveness of reasonable adjustments that should be taken into account when reviewing capability situations/actions for members of staff who have disclosed their disability to the University, as well as highlighting the importance of record keeping and clear timelines.


Where issues arise that are not due to poor performance, but are from a failure to maintain adequate standards of behaviour or conduct rather than lack of skills or application, the Disciplinary Procedure should be referred to.

Where inadequate standards of behaviour or conduct arise, you need to ensure that all reasonable steps are taken to deal with any disciplinary matters as quickly as possible.

The procedure provides advice on all types of misconduct, and highlights the support available from your HR support team, as well as how to identify conduct issues and undertake the disciplinary hearing process.

The University has also produced a short podcast to support you in managing the disciplinary process.