Human Resources

3.0 Principles

Informal action will always be considered in order to resolve issues.  Formal action will not be taken until informal performance management has been fully supported.

In situations where a formal sanction may be the outcome, the employee will be advised in writing of the nature of the issues and will be given the opportunity to state his or her case before any decision is made. Employees will be given copies of documentation and other material to provide clear examples of work not undertaken to an acceptable standard.

At all stages of the formal procedure the employee will have the right to be accompanied by a trade union representative or work colleague from within the College. Further details on companions at formal meetings are outlined in Appendix 1.

During the formal stages of the performance management process the person who reviews performance will normally be different from the person nominated to Chair or carry out any subsequent performance management meeting even where the facts are clear and based on confirmed records or other evidence.

Human Resources will be involved throughout all stages of the formal performance management procedure.  All cases of formal performance management action will be recorded by the Human Resources Department and monitored and reported in relation to equality and diversity.

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The HR team is based on the first floor of Egmont House
Postal address: Human Resources, Birkbeck, University of London, Malet Street, London WC1E 7HX