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How to Fire an Incompetent Employee Properly?
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根据《中华人民共和国劳动合同法》，当员工不胜任工作时公司有权解除劳动合同。然而最近的一项非官方统计显示，在用人单位以不胜任为由解除劳动合同的司法判例中，用人单位胜诉的比例还不到10%。
Now the pressing question is “why”?为什么？
First of all, in any labor dispute, the employer has to bear a very strict burden of proof to terminate the employment relationship.At the same time, the company must strictly follow certain procedures required by law to terminate the contract lawfully.These points are two important factors that we emphasize repeatedly with all our clients when they are dealing with employment related issues. Especially when the company plans to terminate an employment contract, it is likely to lose the case if it failed to observe aforementioned requirements.首先，在解除劳动合同的劳动争议中，用人单位要承担非常严格的举证责任。同时，公司要严格按照一定的程序操作才能解除合同。这两点，是我们与所有客户反复强调的在处理与员工的劳动关系时非常重要的两点。尤其在解除劳动合同时，没有做到任何一点，公司都有可能败诉。
Now let's discuss further.现在我们就从这两方面来讨论。
1. How to prove an employee is incompetent?
Generally speaking, a mere comment of "incompetence" by the manager is likely to be found subjective and arbitrary, and as a consequence, will not be adopted by the judge, if there is no description about the job responsibilities and work requirements in an employment contract, in particular if the company did not set any performance appraisal standards. However, a company should: 1.如何证明员工不称职？
一般来说，如果劳动合同里没有写明工作职责与要求，并且用人单位也没有设定任何的绩效考核标准，仅凭管理人员一句“不称职”的评语很有可能被认定为是主观和武断的，不会被法官采纳。具体要做到：
1) Set out requirements clearlySpecific and complete job responsibilities and goals should be set out separately in the form of annexes to employment contracts, and those responsibilities or goals should be measurable in terms of quality and quantity. Describing job responsibilities or goals too broadly or vaguely might not carry any legal significance. For example, instead of setting specified sales targets，requiring a sales director to achieve "satisfactory sales"1）列明要求要在劳动合同中以附件形式单独列明具体和完整的工作职责或目标，而且这些职责或目标应该在质量和数量指标上是可以衡量的。对工作职责或目标的描述太宽泛或者含糊（比如，要求一名销售总监要实现“令人满意的销售额”，而不是定一个明确的销售指标。），没有任何实际意义。
2) Reasonably assess2) 合理考核
a) The standards and procedures for performance appraisals should be fully known by all employees in a manner that follows the statutory process. Just like other rules and regulations that are related to an employee’s interests and rights, the company's process for performance appraisals should be transparently discussed in accordance with the law and the opinions of all employees shall be solicited. The finalized version should be made public to all employees, and of course, all above mentioned job should be documented.a) 绩效考核的标准和程序以遵循法定流程的方式充分为员工所知晓：和其他关乎员工切身利益的规章制度一样，公司有关绩效考核的制度也应当依法经过民主讨论，征求所有员工的意见，并随后向员工进行公示，当然，这一切过程都必须能够证明。
b) The standard for performance appraisals should be as objective and reasonable as possible. Performance appraisal should be based upon objective facts as far as possible to avoid being considered a subjective judgment. For example, the company may consider involving HR staff and employees in the appraisal process in order to achieve such objectivity in appraising an employee’s performance.b) 绩效考核的标准应是尽量客观和合理的.绩效考核需要以客观事实为基础，尽可能避免会被人认为是主观的判断。比如公司可以考虑让HR和员工参与到考核流程中，以实现考核的客观性。
c) The results of the performance appraisal should be recognized by the employee. The employee’s signature on the performance appraisal form or the performance appraisal report can be interpreted to a large extent as the employee's acceptance of the appraisal results.c) 绩效考核的结果要得到员工的认可。员工签署绩效考核表或绩效考核报告可以在很大程度上被解读为员工对考核结果的接受。
2. Training or transferFor incompetent employees, the company must first provide training opportunities or adjust their positions.2.培训或调岗对不胜任的员工，公司必须首先提供培训机会或调整工作岗位。
1) Any transfer of position should be reasonable. The company should try to assign the employee in question to positions which match their qualifications, experience and performance level. In addition, a transfer of position shall not be discriminatory or insulting, such as assigning a former sales manager to do cleaning duties. If so, the company is likely to lose the case, even if it did other things properly.
1）调岗应该是合理的，应尽量把员工安排到和其资质、经验和工作水平相匹配的岗位。此外，要避免调岗带有歧视性或侮辱性，比如调派前销售经理去做保洁，公司就很有可能败诉，即使公司其他做法都没有问题。
2) Or arrange training for the employee, and at the same time, pay attention to collect all training-related materials, such as proof of payment for training, attendance records of employees to participate in training, and training summaries signed by employees etc.
2）或者安排员工接受培训，同意注意收集和保管所有和培训有关的材料，比如培训费的支付凭证、员工参加培训的出勤记录以及经员工签署的培训小结等。
After transfer or training, the company shall assess the employee’s performance again. If the employee is proven to be incompetent once more, the company has the right to initiate the dismissal process.在调岗或者培训后，公司需再次进行评估员工。如果员工被证明仍无法胜任，用人单位就有权进入解雇程序。
In addition, please note that even for employees during the probation period, the company is required to prove that they are not competent for the position and notify them in writing before the contract can be terminated. Since the probation period is generally a short time, it is probably difficult to prove whether an employee in a certain position is competent or not by assessment. Therefore, it is particularly important to state clearly the entry requirements or job responsibilities in the relevant documents such as job specs and employment contract.
此外，要提醒大家的是，即使是试用期的员工，公司也要在证明其不胜任岗位要求并书面通知本人后，才可以解除合同。因为试用期一般都较短，对有些岗位，很难通过考核方式来证明一个员工是否称职。所以在招聘入职的相关文件上写明入职要求、工作要求就尤为重要了。
Based on the above-mentioned analysis, if the company wants to dismiss its employees on the grounds of incompetence, it shall follow the procedures required by law and take reasonable measures to evaluate and improve the employee's performance, otherwise the termination may be found to be unlawful. As a result, the company will be required to pay compensation twofold.根据上面的分析，如果用人单位想要以不胜任为由解雇其员工，其需要遵循法律要求的程序并采取合理的手段评估和改善员工的工作表现，否则有可能被认定为违法解除，并将被要求支付双倍的法定补偿金。
Obviously, it is very important for a company to establish a sound system in the management of employment relations, including but not limited to, specific internal regulations, various norms and SOPs etc. If any reader may have questions in this regard, please feel free to contact us to find out what we could help.由此可见，在劳动关系管理上，公司建立起一套完善的制度（包括具体的内部管理制度、各类规范及程序性的操作要求）非常重要。如果公司有任何这方面的要求，随时可以联系我们了解我们的服务。
Related legal provisions:Article 40 In the case of any of the following circumstances, the employer may terminate the employment contract after it notifies the employee in written 30 days in advance or after it pay the employee an extra month's salary:…(2) The employee is incapable of doing his job and remains so upon training or upon adjustment to his position;
相关法律规定：《中华人民共和国劳动合同法》第40条的规定， ”有下列情形之一的，用人单位提前三十日以书面形式通知劳动者本人或者额外支付劳动者一个月工资后，可以解除劳动合同：
员工不能胜任工作，经过培训或者调整工作岗位后仍不能胜任工作的，用人单位可以单方解除与该员工之间的劳动合同
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