ࡱ> VXUA &bjbj\\ .@>h>h!84.4a1b0000000$Q36111F00.0(:`/0110a1t/66(060H11G|a16X t:  SECTION 9: DISCIPLINE, CAPABILITY AND GRIEVANCE PROCEDURES 9A: DISCIPLINE PROCEDURE The Clergy Discipline Measure 2003 came into force fully on 1st January 2006 and provides a structure for dealing with formal complaints of misconduct against members of the clergy, other than in matters relating to doctrine, ritual or ceremonial. All those admitted to holy orders are covered by the Measure, whether or not they are in active ministry. The disciplinary process begins when a formal complaint of misconduct is made to the bishop on any one of four grounds: Acting in breach of ecclesiastical law Failing to do something required by ecclesiastical law Neglect in performing the duties of an office Conduct unbecoming There must be written evidence to support the complaint, the complainant must have a proper interest, and the allegations must be of sufficient substance to justify proceedings under the Measure. The bishop may dismiss the complaint or consider it further in the light of a written statement by the person against whom the complaint has been made. The bishop can then take one of five courses of action: Take no further action Record the complaint on file conditionally Attempt to bring about reconciliation Impose a penalty by consent Require the complaint to be formally investigated In the last case, the complaint is investigated by a designated officer, a barrister in the Church of England Legal office and a report is produced for the President of Tribunals who will decide whether the matter is to be referred to a disciplinary tribunal. This tribunal is NOT an employment tribunal. You may find the following links helpful:  HYPERLINK "http://www.churchofengland.org/about-us/structure/churchlawlegis/clergydiscipline.aspx" Clergy Discipline Measure  HYPERLINK "http://www.churchofengland.org/about-us/structure/churchlawlegis/clergydiscipline/cdmcode.aspx" Code of Practice  HYPERLINK "http://www.churchofengland.org/media/59511/diagram.rtf" Diagram of the Disciplinary Process HYPERLINK "http://www.churchofengland.org/media/35598/complaintwhathappensnow.rtf"A complaint has been made against me - what happens now? 9B CAPABILITY PROCEDURE The Capability Procedure and its supporting Code of Practice (which must be followed) make it clear that the procedures have been developed to enable the recovery of performance in ministry where this has been found to have been lost with clear diocesan guidance and support. It is only when recovery has proved impossible that a minister will be removed from office. The capability procedure does not remove an office holder from holy orders. The office holder removed from their present post as a result of capability may hold a different post and, if they do, it is likely to be a probationary post (under qualified common tenure (see section 2E above). An office holder removed by the capability procedure will have the right to apply to an employment tribunal for unfair dismissal. A tribunal which finds a dismissal unfair has the power to award compensation or, if practicable, can make an order for the office holder to be reinstated in his or her post. The Capability Procedure may be brought by the diocesan bishop although he may appoint a suitably competent person to act on his behalf, especially in the early stages. Capability is about what you do and how you do it and will relate to poor performance over a sustained period of time, not misconduct. In assessing what is minimum performance the competent person will have regard to the Ordinal, Code of Professional Conduct, any MDR feedback and the specific requirements at issue. The informal stage of a Capability Procedure may well fix many issues as often poor performance exhibits itself as individuals are not given good feedback in a timely manner, which can exacerbate performance and cause tension surrounding the process itself. The Diocese will put in place additional training or support, coaching or counselling, spiritual direction if required in order to be able to bring about improvement. If the Capability Procedure is being brought about through sickness, professional medical advice and occupational health input will be sought to enable reasonable adjustments to be made. Although there is a degree of overlap, it is important to try not to confuse discipline and capability processes: Capability is about improving performance in role Discipline is about dealing with professional misconduct It is not possible to run a parallel process for capability and discipline but it is possible to change from one to the other should circumstances dictate. At all times the individual should be clear about: The nature of the process, its steps and who will be involved Access to the procedure and its code of practice Have the steps clearly explained to them What the issues are and where performance falls short What is required of them to improve What resources will be available to help them improve What are the timescales for improvement What their rights of representation are throughout the process What their right of appeal is What the expectation is of the in formal meetings Examples of when a capability process may be appropriate are difficult to predict but some generic examples may be: Inter-personal conflict where the root appears to be different styles of working/behavior Pastoral relationships breaking down Persistent but trivial actions that impact on performance You may find these links helpful:  HYPERLINK "http://www.churchofengland.org/media/56741/10%204%2027%20capability%20code%20of%20practice%20-%20final.pdf" Capability Code of Practice  HYPERLINK "http://www.churchofengland.org/media/56745/10%203%2026%20capability%20supporting%20advice.pdf" Capability Procedure Supporting Advice 9C: GRIEVANCE PROCEDURE The Grievance Procedure is a way for office holders to raise their concerns in a structured, open, transparent but confidential framework. The Grievance Procedure has reconciliation and resolution of issues at its heart and so there will be a reliance on focused discussion, with mediation processes employed as needed. We will also expect to provide pastoral care to any parties to a grievance. The procedure allows for informal resolution and it is always best to deal with matters in this way if possible. However even in an informal process, either party to a grievance has the option of reverting to a formal stage at their discretion. Examples of when a grievance process might be used: Interpretation and application of Terms of Service Housing MDR process and outcomes Provision of training (or non-provision) The grievance procedure may not be used where there is another dedicated avenue to raise the concern. Examples include: Appeal against a capability decision: (must be raised within the capability appeal process) Statutory right of objection to a housing transaction (must use the bespoke procedures) Pastoral reorganization plan objections (must use the bespoke procedures) The Diocesan HR Adviser will be consulted at every stage of a formal grievance process During the grievance process written records will be made as per the supporting advice. Records will be treated as confidential and will be kept securely in a sealed environment. At all stages of the formal process all parties to the grievance have the right to be accompanied by a trade union colleague or a lay or ordained colleague. 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