ok three main reasons for poor performance;
Personal circumstances
e.g ill health, intellectual capability
Poor Management
Lack of clearly defined role, skills, behaviours required
Lack of help and support from manager
Interpersonal and team fit issues - favouritism, personality clash
Bad management e.g bullying causing stress
Incorrect facts around allege misconduct e.g. performance may rely on others or there are conflicting priorities
Organisational circumstances
inappropriate levels of discipline - too lenient or excessive
inappropriate pay scales - rewards don’t match effort put in
inappropriate investment in training, equipment, role design
(nimrodihnio making gravy for one., Sun 2 May 2010, 20:15, 1 reply)

they should be doing the following;
Types of Intervention and when to use them
Counselling - health or personal issues
Coaching - lack of skills and knowledge to perform
Disciplinary - deliberate act/omission to contravene Company rules
Grievance - used to resolve employee issues against the Company
Next Steps
Prepare for the meeting
Gather facts around under-performance to identify gaps
Review appraisal details, PBR, Job Descriptions
Conduct the meeting
Present facts, be prepared to listen and take into account any mitigating circumstances e.g. lack of support, clear targets
Follow up
Monitor and agree ‘follow up’ meeting to check on progress. If problem persists, escalate discussions to the next stage of the procedure…
(nimrodihnio making gravy for one., Sun 2 May 2010, 20:16, closed)

get professional advice
union rep, if you have insurance they usually include legal advice and have help lines
gather evidence emails examples of work etc etc never rely on her word against yours

hope this helps
(nimrodihnio making gravy for one., Sun 2 May 2010, 20:18, closed)

all taken in
thanks for your kind words and advice. All taken in.
(CaptainCuntyBollocks the man who can with a frying pan full of lamb, Sun 2 May 2010, 20:23, closed)