{"id":49093,"date":"2026-06-25T10:03:54","date_gmt":"2026-06-25T10:03:54","guid":{"rendered":"https:\/\/languageinactionltd.co.uk\/?page_id=49093"},"modified":"2026-06-25T10:06:11","modified_gmt":"2026-06-25T10:06:11","slug":"politique-relative-aux-capacites-de-performance","status":"publish","type":"page","link":"https:\/\/languageinactionltd.co.uk\/fr\/policies\/performance-capability-policy\/","title":{"rendered":"Politique de performance"},"content":{"rendered":"
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\n\t\t\t\t\tPolitiques<\/span>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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Politique de performance <\/h1>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Derni\u00e8re mise \u00e0 jour le 25\/06\/2026<\/i><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Introduction<\/h2>\n

Malvern International, y compris Language in Action, s'engage \u00e0 maintenir des normes de performance \u00e9lev\u00e9es \u00e0 tous les niveaux de l'organisation. Pour y parvenir, l'entreprise a besoin de collaborateurs comp\u00e9tents dans leurs fonctions, dont le taux d'absent\u00e9isme est faible et qui sont capables de satisfaire, voire de d\u00e9passer, les attentes en mati\u00e8re de performance.<\/p>\n

Cette Politique expose le processus qui sera suivi lorsqu'un employ\u00e9 est incapable d'atteindre ou de maintenir les niveaux d'assiduit\u00e9 requis dans son poste en raison de sa capacit\u00e9 de performance. L'objectif final souhait\u00e9 est que l'Entreprise puisse aider l'employ\u00e9 \u00e0 am\u00e9liorer sa performance, \u00e0 atteindre les normes requises et \u00e0 \u00eatre en mesure de maintenir cette performance.<\/p>\n

La Politique ne conf\u00e8re aucun droit contractuel aux employ\u00e9s individuels. La Soci\u00e9t\u00e9 se r\u00e9serve le droit de modifier les termes de cette Politique \u00e0 tout moment, bien que les employ\u00e9s soient inform\u00e9s de tout changement par \u00e9crit.<\/p>\n

La politique s'applique \u00e0 tous les employ\u00e9s ayant termin\u00e9 leur p\u00e9riode d'essai.<\/p>\n\n

Capacit\u00e9 de performance<\/h2>\n

Lorsque des inqui\u00e9tudes concernant les capacit\u00e9s d'un employ\u00e9 surviennent, le responsable hi\u00e9rarchique \u00e9tablira d'abord que :<\/p>\n

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  • Il existe une conviction r\u00e9elle que l'employ\u00e9 ne parvient pas \u00e0 atteindre les normes de performance.<\/li>\n
  • La croyance est fond\u00e9e sur des raisons ou des preuves raisonnables.<\/li>\n
  • Une enqu\u00eate a \u00e9t\u00e9 men\u00e9e pour \u00e9tablir ces motifs.<\/li>\n<\/ul>\n\n

    Proc\u00e9dure informelle<\/strong><\/p>\n

    Lorsqu'il y a une baisse de performance consid\u00e9r\u00e9e comme mineure, le Responsable hi\u00e9rarchique soul\u00e8ve et traite les probl\u00e8mes de mani\u00e8re informelle. Cela peut inclure du coaching, de la formation sur le terrain ou d'autres mesures de soutien. Les normes attendues, les d\u00e9lais d'am\u00e9lioration et les dates d'examen seront convenus.<\/p>\n\n

    Proc\u00e9dure formelle<\/strong><\/p>\n\n

    \u00c9tape 1 \u2013 Plan d'am\u00e9lioration des performances<\/strong><\/p>\n

    Une r\u00e9union sur la performance de niveau 1 sera organis\u00e9e avec l'employ\u00e9.<\/p>\n

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    • Les pr\u00e9occupations et les preuves concernant les lacunes de performance seront discut\u00e9es.<\/li>\n
    • Les normes attendues et les domaines d'am\u00e9lioration seront clarifi\u00e9s.<\/li>\n
    • Un plan d'am\u00e9lioration des performances (PIP) sera finalis\u00e9 avec des objectifs clairs.<\/li>\n
    • Les p\u00e9riodes d'am\u00e9lioration dureront g\u00e9n\u00e9ralement entre deux et trois mois.<\/li>\n
    • Une formation suppl\u00e9mentaire, une supervision ou un coaching seront identifi\u00e9s.<\/li>\n
    • Le d\u00e9faut d'am\u00e9lioration peut entra\u00eener des mesures officielles suppl\u00e9mentaires.<\/li>\n<\/ul>\n

      Tous les r\u00e9sultats et les d\u00e9lais seront confirm\u00e9s par \u00e9crit.<\/p>\n\n

      \u00c9tape 2 \u2013 Rejet ou mesure alternative<\/strong><\/p>\n

      Si une am\u00e9lioration durable n'est pas atteinte, ou si la performance reste grossi\u00e8rement n\u00e9gligente, une autre r\u00e9union formelle sera organis\u00e9e.<\/p>\n

      Les r\u00e9sultats possibles incluent :<\/p>\n

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      • Licenciement avec pr\u00e9avis contractuel.<\/li>\n
      • Red\u00e9ploiement vers un autre poste appropri\u00e9.<\/li>\n
      • Prolongation d'une mise en garde formelle active.<\/li>\n
      • Modifications contractuelles convenues comme alternative au licenciement.<\/li>\n<\/ul>\n

        Toute modification du contrat de travail n\u00e9cessite l'accord \u00e9crit et librement donn\u00e9 par le salari\u00e9.<\/p>\n

        En l'absence de solutions de remplacement appropri\u00e9es ou si celles-ci ne sont pas accept\u00e9es, un licenciement pour inaptitude professionnelle peut avoir lieu.<\/p>\n\n

        Consid\u00e9rations<\/h2>\n\n

        Appels<\/strong><\/p>\n

        Les employ\u00e9s peuvent faire appel de toute d\u00e9cision prise dans le cadre de cette proc\u00e9dure dans un d\u00e9lai d'une semaine apr\u00e8s r\u00e9ception de la confirmation \u00e9crite.<\/p>\n

        L'audience d'appel peut \u00eatre une nouvelle audition compl\u00e8te ou un examen de la d\u00e9cision et du processus d'origine. La Soci\u00e9t\u00e9 s'efforcera de garantir l'impartialit\u00e9 et, dans la mesure du possible, fera appel \u00e0 un responsable qui n'a pas \u00e9t\u00e9 impliqu\u00e9 auparavant.<\/p>\n

        \u00c0 l'issue de l'audience d'appel, la Soci\u00e9t\u00e9 peut :<\/p>\n

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        • Confirmer la d\u00e9cision initiale.<\/li>\n
        • R\u00e9vokez la d\u00e9cision initiale.<\/li>\n
        • Remplacez par un r\u00e9sultat alternatif.<\/li>\n<\/ul>\n

          La d\u00e9cision d'appel est d\u00e9finitive.<\/p>\n\n

          Handicaps<\/strong><\/p>\n

          Il sera examin\u00e9 si la mauvaise performance peut \u00eatre li\u00e9e \u00e0 un handicap et si des am\u00e9nagements raisonnables pourraient \u00eatre apport\u00e9s, notamment des modifications des fonctions, du mat\u00e9riel suppl\u00e9mentaire, une formation ou des ajustements proc\u00e9duraux.<\/p>\n

          Il est conseill\u00e9 aux employ\u00e9s de discuter de toute condition m\u00e9dicale pertinente avec leur responsable hi\u00e9rarchique ou leur responsable des ressources humaines.<\/p>\n\n

          Confidentialit\u00e9<\/strong><\/p>\n

          Les questions de performance seront trait\u00e9es avec sensibilit\u00e9 et confidentialit\u00e9. Les employ\u00e9s et les t\u00e9moins impliqu\u00e9s ne doivent pas effectuer d'enregistrements \u00e9lectroniques des r\u00e9unions ou des audiences men\u00e9es dans le cadre de cette proc\u00e9dure.<\/p>\n\n

          Approbation de la politique<\/h2>\n\n\n
          Date :<\/strong> septembre 2025<\/td>Version :<\/strong> 1<\/td><\/tr>\n
          Auteur :<\/strong> Kelly McGrath, responsable des ressources humaines<\/td>Date de r\u00e9vision :<\/strong> Septembre 2027<\/td><\/tr>\n
          Approuv\u00e9 par le directeur g\u00e9n\u00e9ral<\/strong>
          Richard Mace :<\/td>          		<\/td><\/tr>\n<\/tbody>\n<\/table>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>","protected":false},"excerpt":{"rendered":"

          Policies Performance Capability Policy Last updated 25\/06\/2026 Introduction Malvern International, including Language in Action, is committed to maintaining high standards of performance throughout the organisation. To achieve this, the company needs employees who are competent in their job roles, have minimal absence and can meet or exceed expectations in terms of performance. 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