INFORMAL PERFORMANCE / CONDUCT DISCUSSION (HR-F044) Contact INFORMAL PERFORMANCE / CONDUCT DISCUSSION Informal Performance / Conduct Discussion Record (HR-F044)SECTION 1: EMPLOYEE BASELINE & STATUTORY CLASSIFICATIONTitle- Select -MrMrsMissMsMxOtherStaff Member NameStaff_IDOperating Local Authority- Select -HaringeyIslingtonBarnetWaltham ForestCamdenHackneyBrentHarrowRedbridgeNewhamCity of LondonWestminsterTower HamletsBarking and DagenhamHaveringKensington and ChelseaHammersmith and FulhamEalingHillingdonHounslowSouthwarkLambethLewishamGreenwichWandsworthRichmond upon ThamesMertonKingston upon ThamesSuttonBexleyBromleyCroydonOtherMandatory Safeguarding Triage (Safe: QS1/QS3)- Select -ConfirmedLegal Context Confirmation- Select -ConfirmedSECTION 2: CATEGORISATION OF CONCERN, THE DISCUSSION, AGREED SUPPORT & ACTION PLANPrimary Nature of Concern- Select -Capability / Performance Issue (Skill, knowledge, or speed deficit)Conduct / Behaviour Issue (Attitude, rule-breaking, timekeeping)Absence / Attendance Issue (Short-term sickness frequency)Systemic / Environmental Issue (Rota constraints, technology failure)Specific Area of ConcernPoor Timekeeping / Call Clipping (Leaving early/Arriving late)Substandard Digital Documentation (Nourish/Birdie/eMAR omissions)Minor Medication Error (e.g., missed signature - NO harm caused)Professional Boundaries / Over-familiarity with Service User or FamilyPoor Moving & Handling / IPC Technique observed (No harm caused)Attitude / Tone of Voice with Colleagues or Service UsersFailure to complete mandatory training within deadlinesUniform / Dress Code / ID Badge BreachFailure to Report / Escalate minor changes in Service User conditionManager's Observation- Select -Direct observation by Management during an unannounced field spot-check.Identified via routine digital audit (e.g., eMAR gaps, missing care log entries).Identified via ECM/GPS tracking data (e.g., logging in off-site, call clipping).Raised via verified peer/colleague feedback or handover reports.Raised via Service User / Family feedback (Minor concern/complaint only).The Expected Standard- Select -CQC Safe (QS4/QS6/QS7)CQC Effective (QS1)CQC Caring (QS1)CQC Responsive (QS3)CQC Well-led (QS1/QS2)Employee's Response & Root Cause Analysis- Select -Lack of understanding / Training deficit.Systemic failure (e.g., insufficient travel time scheduled, app crashing).Personal/Domestic issues impacting focus or attendance.Fatigue / Burnout.Acknowledged error / Apologetic / Lacking confidence.Defensive / Unwilling to accept feedback.Health & Equality Act Check: "Has the employee disclosed any physical/mental health condition, neurodivergence, or menopausal symptoms contributing to this issue?- Select -YesNoN/ASummary of Employee's CommentsFully accepts feedback and demonstrates eagerness to improve.Accepts feedback but expressed initial confusion over the specific policy/expectation.Cites environmental/system barriers (e.g., faulty equipment, unrealistic rota travel time) as the primary cause.Cites personal health/wellbeing barriers requiring immediate Reasonable Adjustments or EAP support.Disputes the feedback entirely and refuses accountability for the issue.Support Mechanisms Deployed (Select all that apply)Shadowing/Buddying - Assigned to shadow a Senior Care Worker for X shifts.Retraining - Assigned mandatory practical refresher training.Rota Adjustment - Shift pattern/travel time temporarily adjusted to manage fatigue or logistics.Reasonable Adjustment - Occupational Health referral or immediate adjustments made for declared health/neurodivergent needs.Supervision - Increased frequency of unannounced Field Spot Checks.Wellbeing - Referred to Employee Assistance Programme (EAP).Clear Direction - No formal support needed; verbal expectations clearly reset.Specific Targets / Actions to be completed by the Review Date- Select -Achieve 100% compliance in digital documentation on the next 5 shifts.Demonstrate flawless IPC/Medication/Manual Handling technique during an upcoming scheduled shadow shift.Ensure zero late arrivals or clipped calls over the next 14-day monitoring period.Complete assigned e-learning module or read and formally acknowledge the breached policy within 7 days.Immediately rectify uniform/ID compliance for all future shifts.Manager / Supervisor Conducting MeetingSECTION 3: ESCALATION WARNING, DATA RETENTION & ACKNOWLEDGEMENTFuture Consequences- Select -I confirm the employee has been advised that if there is no sustained improvement by the review date, or if the conduct is repeated, the matter will be escalated to a Formal Performance Improvement Plan (PIP) or Formal Disciplinary Procedure.Record Retention (ACAS Fairness)- Select -I confirm this informal record will remain active for monitoring purposes for a period of 6 months. If sustained improvement is demonstrated, it will be disregarded for future disciplinary purposes.Manager Declaration- Select -I confirm this discussion took place. I have aimed to be supportive, objective, and compliant with 'Just Culture' principles. I have provided the employee with a copy of this record.Employee Declaration- Select -I confirm that this discussion took place. I understand the standards expected of me and the support that has been offered. Signing this form confirms I have read and understood the required improvements, even if I do not fully agree with all observations.Date of DiscussionNext Review Date:SUBMIT FORM
