Maybe
you should look to other internal employment practices for guidance. For
example, if you were to apply for a job internally, would you normally give
access to the new department of the employee's disciplinary process in the
other. I would imagine that you would. Also, you are going to need
to consider whether there is a real possibility of this person being sacked from
one role as this may affect their ability to keep on the other
role.
On the
other hand, looking at the situation from the outside looking in, if an employee
was succeeding in one role and failing in another it would make me question
whether there might be a clash of personalities and/or poor management involved
in the role that was failing. Which might lead you to believe it is unfair
to label them as an under-performing employee if
they are clearly performing adequately in the other role.
Perhaps the issue is one of timing. It might be worth considering
stating in their "improvement plan" (presuming you are giving them opportunity
to improve on their current performance) that you will have to inform the other
manager if their improvement targets are not met.
Antoinette Carter
Consultant
Information Governance
Marketing and Customer Services
(MCS)
Tel: ++44
(0)207 389 4970
Fax:
++44 (0)207 389 4754
Email: [log in to unmask]
All,
We have a person who
has two jobs in the council, one of which they are doing very well, however
their performance in the other job is subject to our internal disciplinary
processes.
Our question is
should the manager of the job they're doing well at be notified of the
disciplinary process occuring in the other job? Key points to consider
would be:
- The employee
has two jobs with the approval of the council
- There is an
EHR system - it may be possible for both managers to look at the same employee
record
- What if to
compensate for poor performance, there is a imbalance of effort away from the
job that they were doing well at?
- As we are a
single data controller, is there a fair expectation that the information would
be passed from one manager to another (though clearly any other action taken
could be regarded as harrassment).
Could be a bit of a
coin toss this one - I'm wondering if anyone has similar
experiences?
Thanks,
Tim Rodgers
Information Governance
Manager
Legal Services
Chief Executives
Department
London Borough of Tower Hamlets
Phone: 0207 364
4354
Mobile: 0796 770 5102
Fax: 0207 364 4804
E-mail: [log in to unmask]
Website:
http://www.towerhamlets.gov.uk
2nd Floor, Town Hall, 5 Mulberry
Place,
London E14 2BG
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