My personal wish is to move away from this being lumped in as part of a disciplinary policy… which I'm hoping someone might have already done. Looking towards creating a linear support plan for improvement, and or, in the extreme, capability so it is clear to staff in advance of any such need for implementation. My aim being to outline clearly…. 1. What timescales and expectations for turnaround are reasonable 2. A clear guide to stages in place… including when this might result in referring to disciplinary. 3. That it comes across as supportive rather than the more common expectation that such things are threatening and doom ridden. Any examples of such things… or words from the wise out there most welcome along with sincere thanks and humble old gratitude.