The Home Office has clear policies and procedures in place for managing unsatisfactory performance and for investigating misconduct under a revised disciplinary policy introduced on 6 April 2009. These may result in dismissal of an individual. These policies are compliant with employment legislation and any dismissal will follow the published procedures which are available to all staff.
The following table sets out information held in relation to formal disciplinary procedures that have been recorded centrally in the Home Office (excluding its agencies) in each of the last five years.
Table 1: Formal disciplinary procedures within Home Office HQNumber of proceduresNumber of staff subject to formal disciplinary procedurePercentage of HQ staff subject to formal proceduresNumber of staff where procedure resulted in dismissalPercentage of staff dismissed as a proportion of those subject to disciplinary procedures that were proven2005-06662—4—4—2006-07992—555.62007-0812120.4650.02008-09770.24—4—2009-101993—4—4— 1 Figures to 28 February 2010.2 In 2005-06 and 2006-07 total staffing figures for the Home Office were combined to include Home Office HQ and the now UK Border Agency so a percentage cannot be provided.3 The ONS Annual Civil Service Employment Survey (ACSES) for 2010 is due for completion by June 2010 so a percentage cannot be provided.4 Where less than five members of staff were dismissed further information is withheld on confidentiality grounds.Notes:1. Civil service staffing statistics are collated by the Office of National Statistics (ONS) from Annual Civil Service Employment Surveys (ACSES). To calculate the percentage figures of HQ staff subject to formal procedures, we have used the ACSES return for 2008 and the latest ACSES report available for 2009.2. Where a member of staff was subject to disciplinary procedures that covered two financial years we have included them in the year the final disciplinary penalty was administered.3. The table excludes cases where procedures have been initiated but not yet concluded and cases where the case was withdrawn or not proven, or there was no case to answer.4. Where a member of staff has been involved in several stages of the formal disciplinary procedures we have counted this as one procedure.
The Information relating to formal disciplinary procedures contained in this answer is drawn from centrally held records within Home Office HR which are populated with information provided by Line Managers and Human Resource Advisers. While every effort is made to ensure that the information provided by the business is input in a timely manner, some records are added retrospectively.
We are unable to provide details of when each procedure was (i) initiated and (ii) completed or how much time on average was taken to complete each procedure as full details of this information is not held centrally and could be provided only at a disproportionate cost.
We are unable to provide information in relation to capability procedures (which we have interpreted as formal unsatisfactory performance procedures) as there were fewer than five procedures in each year. Further information is therefore withheld on grounds of confidentiality.