Page 12 - Bretland Group Employee Handbook Dec 2019 v.1

− Ability to take instruction and insubordination. Insubordination means not carrying out
orders, even partially, withholding important information from superiors or subordinates or
inciting others to withhold information or disobey orders. It may also involve being publicly
critical of Management or the company in a way that undermines their authority or
reputation). Legitimate trade union activity is not considered as insubordination.
Insubordination may be wilful or the result of negligence or indifference.
− Adherence to health and safety rules
− Ability to work harmoniously with fellow staff members
− Adherence to policies on harassment, bullying and discrimination.
− Appearance, cleanliness and use of uniform.
− Speed of working and general productivity.
− Honesty
− Level of complaints from other staff, suppliers or customers
− Ability to retain information without constant supervision.
− Use of initiative and common sense.
− Adherence to break times and rest periods.
− How cooperative they are with management.
− Reliability
− Suitability of demeanour and attitude in relation to others and in relation to the required
work.

Performance appraisal will be carried out informally by a Senior Manager and the employee will
have an opportunity to informally discuss and comment upon the findings of any appraisal. Some of
the criteria of assessment will involve some subjective judgments by management. To ensure
impartiality, any employee will be able to appeal the conclusion of a performance appraisal or
dismissal to a Company Director under the rules for disciplinary procedures.

2.5 INDUCTION AND EMPLOYEE TRAINING
On commencement of your employment you will receive an induction into Company policies and
procedures, health and safety procedures, quality expectations and customer service ethos as deemed
pertinent to your role.

Training specific to the job role will be provided on commencement if required also.

2.6 PERFORMANCE APPRAISALS AND REVIEW
It is Company policy to monitor your work performance on a continuous basis so to provide you with
every opportunity for maximum personal development within your role. The performance appraisal
plan serves as a communications vehicle between you and the Company to set performance goals and
is comprised of job elements and performance standards. Job elements state your major job
responsibilities and are based on the major duties in your position description. Performance standards
are based on your job elements and are designed to let you know what is expected of you in terms of
the quality, quantity, timeliness, and priority of your work.

2.7 JOB FLEXIBILITY
It is an express condition of your employment that you are prepared, whenever necessary, to transfer
to alternative locations or duties within the business. This flexibility is essential as the type and volume
of work is always subject to change and allows us to operate efficiently and to provide the level of
service expected by our valued customers.

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