Dismissals in the Civil Service - Good practice principles applied by the Civil Service Appeal Board
Proportionality
Was dismissal reasonable in the circumstances of the case?
- in cases of discipline, should a lesser penalty have been considered?
- in cases of performance inefficiency was downgrading considered, or a change of duties/ line manager before proceeding to dismissal?
- in cases of attendance inefficiency, was a change of duties or location considered? Were reasonable adjustments properly considered and, in the cases of long term absentees, a phased return to the workplace proposed before proceeding to dismissal?
- in all cases, has sufficient account been taken of mitigating circumstances? The Decision Maker should take into account an individual’s general performance, attendance record and conduct, together with any mitigating circumstances, before reaching their conclusion.
It is important that the reasons for dismissal are explained fully in writing to the individual.
