Hello all, I'm not sure if this is the done thing, and I'll understand if the post is removed, but I am a worried husband of a teacher at the end of her tether and I'm trying to find help any way I can. My wife has been on her school's informal capability procedure since November of last year, following a combination of factors that I personally think did not warrant the use of the procedure. To put things in context, my wife has a document from the HT stating 'all teaching is good' two days before she was placed on informal. Prior to being placed on informal, she has always performed well at the school (over 5 years), and has been regularly assessed as good/good with elements of outstanding (with occasional satisfactory's). In the week leading up to being placed on informal, two events occurred. A parent made a complaint that she was not available in the playground to speak to regarding issues with their child and her TA made comments to the HT about some of her classroom behaviour. In relation to the former, the school did not adhere to it's own policy on dealing with parent complaints (the HT should have informed my wife of the issue and arranged for an informal discussion to take place to resolve the matter sensibly, which they did not and pushed the issue straight through as a complaint. I'm sure the fact that the parent is also a parent governor made no difference to how the issue was dealt with). With regard to the latter, the TA apologised within a couple of weeks for making the comments and withdrew them following a meeting between the HT, my wife and the TA. As it then unfolded, there was an obvious personality clash between the two and the TA was switched to a different classroom (having only been working together since September). Since then, my wife has been on periods of assessment with coaching provided in order to resolve the differences between her performance and her expected performance by management. When dealing with her colleagues who had been nominated to help her, there had not been any glaring issues identified, just a bit of tweaking here and there. However, during this time, the HT was absent from school due to illness for some time and the DT was then responsible for dealing with the process. Four weekly meetings were scheduled but not always kept (by the DT) and minuting and documentation of the process, other than those we have paperwork for, was not completed (or at least we have not seen any evidence of it). At each stage, my wife has met the targets set, but each of the three letters she received during the process so far (bearing in mind this is now 9 months) stated that management expected to see 'continued significant improvement'. I am unsure how she can meet the targets set and yet not be treated as having met them? Each letter also stated at each stage that unless this improvement was seen, there would be no option other than to take the matter to formal capability proceedings. Surely if she had not met the targets set, she would have already been taken to formal capability? We then found out that the HT was leaving at the end of the Easter term. I'm sure that any of you that have knowledge or experience of this type of situation will know that once you are hit with something this serious (my wife had not been involved in any form of disciplinary action prior to this) your confidence is the first thing that suffers. Self doubt, anxiety and the feeling of being persecuted when she had done nothing differently to her previous teaching began to mount, and with each passing period of the process, it only worsened. She became tense and nervous about attending work, felt that nothing she did was ever good enough and this lead to worsening performances in classroom observations. During this period, as much as 'coaching support' was provided, there was no 'personal' support offered, something I think the profession suffers from as a whole. There is very little in the way of recognising the stress and demands placed on staff by management. I wouldn't even think about mentioning her workload to a community of professionals who are all too aware of how much work is involved, and not just whilst on school premises. Things came to a head in May this year when it all became too much for her. Her anxiousness had been causing headaches, nausea, lack of sleep, diarrhoea, and, once she had seen the doctor, also discovered that her anaemia (a pre-existing and coped with issue) had worsened considerably. She was signed off for two weeks due to Work related stress. On her return to work she was then informed by the acting HT that she needed to attend a meeting with them and a representative from HR to discuss moving the informal procedure to formal. At this stage (and possibly a little late), she made a call to the union. After having provided her union representative with the documentation she had thus far, they attended the meeting with her, only having spoken once or twice on the phone prior to the meeting. During the meeting, no mention was made regarding the instigation of the process, the length that the process had taken and the effect the process was having on my wife's health. All HR was concerned about was her performance (understandably). After the meeting, the union rep suggested to my wife that it might be useful to consider an arranged departure prior to the process being taken to formal. I understand the practicality of this approach, however I was confused that no attempt had been made to address the issues surrounding how she had been placed on capability to begin with and the mis-management of the process (surely this should not have been going on for 8-9 months??) Having returned to work following her period of certification, my wife was trying to carry on business as usual as best she could, having been prescribed medication to try to help deal with her anxiety, anaemia and lack of sleep. During June, as arranged by management, she attended an Occupational Health referral due to her absence from work. After the nurse had heard my wife's side of the situation, she was quite frankly shocked. Apart from my wife's issues, this school year has seen the greatest number of teaching and support staff hand in their resignation, including the DT (now acting head). In all, including the departure of the HT at Easter, 6 teaching staff and at least 2 support staff are leaving at the end of the school year. Surely this should have been setting off alarm bells at the local education authority?? Following her examination, her report stated that my wife was not fit for work due to work related stress and that the cause of the stress was the ongoing management process. She directed my wife to contact her GP and to seek certification, which she did and is currently off work. She has also now been prescribed further medication to deal with her stress, anxiety and nervousness. As a husband of a beleaguered wife, normally a fiery go-getter of a woman, I am now left worrying for her health and her future. The obvious answer is to get her out of there and find another job, but our situation isn't as simple as that, with little to no room to be without a dual income for any period of time. We have union representation (that I have to admit I do not have a lot of faith in right now), but do any of you have any suggestions, tips or advice that I might be able to use to help deal with this situation? Would I be wrong to be considering trying to take a grievance out against the management with regard to the process itself? I apologise for the lengthy post, and if you have taken the time to read all of this, thank you so much. I'm just at a loss for what to do next. Due to this most recent absence, she has missed the arranged meeting scheduled for the moving of the process from informal to formal. Would this mean the meeting would have taken place anyway? And as a last question (sorry!), whilst my wife is off under doctor's orders, is she obliged to provide lesson plans, answer school emails, respond to texts from management? Not that she would be deliberately obstructive, she has always provided work when required previously when off work, I'm just curious. I would like to thank anyone who takes the time to read this and respond in advance, as the husband of a teacher I understand the pressures and stresses of this most challenging career (and one that is given nowhere near enough credit by anyone, including parents, management and government). I appreciate your commitment, I know I couldn't do your job.