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Catch22 Multi Academies Trust: Capability policy and procedure

Three children sit on the floor with their teacher, looking at a notebook that he is holding out. Overlaid is the Catch22 Multi Academies Trust logo.

Catch22 reserves the right to amend this policy, following consultation, where appropriate.

Date of last review: March 2023

Date of next review: July 2024


The aim of this policy is to provide additional support to employees who are having difficulty in meeting the requirements of their role. These difficulties are not those that might be expected when an employee is new to his or her role and learning what is expected, but for those circumstances where, despite management support, the employee remains lacking in some important area of ability, skill, competence or knowledge and is consequently unable to perform their duties to the required standard.


This policy applies to all Catch22 Multi Academies Trust employees who have successfully completed their probation period. It does not apply to employees who are in their probation period, contractors, consultants, agency workers or any selfemployed individuals working for the Trust.

This policy relates to all schools and settings across Catch22 Multi Academies Trust and supersedes any local policies and procedures that have been in use prior to the academy conversion.

Principals of application

The Trust is committed to high standards and the delivery of quality services. High value is placed on the contribution that each individual can make towards the achievement of the Trust’s objectives. The Trust recognises the difference between:

  • a deliberate failure on the part of the employee to perform to the standards of which s/he is capable, in which case the disciplinary procedure should be applied; and
  • a case of incapability, where an employee is lacking in knowledge, skill or ability so cannot carry out his/her duties to the standard required, in which case this policy should be used in an attempt to improve performance.

If it becomes clear that an employee is not performing to the required standard due to a lack of knowledge, skill or ability, the Trust will through the employee’s line management:

  • make the employee aware that s/he is not performing to the required standard and inform him/her that insufficient improvement means that his/her on-going employment is at risk;
  • provide a path for improvement by giving the employee a reasonable period of time to improve and undertake any training that is deemed necessary; and
  • assess the need for and likely impact of any additional support and where appropriate put this in place.

If, ultimately the employee is unable to improve to the required standard, the line manager will consider whether or not the employee can be moved to alternative work more suited to his/her abilities. Once all reasonable and practical steps have been taken to assist the employee to improve or find him/her alternative work, it may become necessary to dismiss the employee.

Setting the standard

All our employees are expected to deliver their day-to-day work as outlined in their job description, annual objectives and relevant professional standards. This should be done in a timely and professional manner.

Poor performance occurs where the quality of work deteriorates below the required standard due to lack of ability, skill or knowledge.

The Trust will aim to ensure that;

  • employees understand what is expected of them in terms of performance;
  • that performance is monitored via regular management meetings and via the annual Performance, Engagement and Feedback (PEF) process; and
  • employees are given appropriate training and support to meet those standards.

Employees will not normally be dismissed for performance reasons without having first been issued previous warnings.

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