remain on that list their performance is to be reviewed annually against agreed performance objectives. The agency’s decision-maker should review the performance of the panel chair, and for this purpose may attend a proportion of panel meetings but only as an observer. Views about the chair’s performance should be sought from other panel members, and from those who attend panel meetings, such as prospective adopters and social workers. The agency adviser to the panel and the panel chair should conduct the performance review of those individuals on the central list. 1.36. Where an agency identifies that the chair or an individual on the central list is not performing to the required standard, perhaps as part of the review process, it 23 should ensure that this is discussed promptly with the individual with the aim of addressing any development needs through advice and training. If, however, their performance remains below the required standard and the agency considers they should not remain on the central list, they should be informed that their services are no longer required. The individual must be given one month’s notice of the agency’s intention to remove their name from the central list. The notice should be in writing and include the reasons for the decision. 1.37. Once appointed to an adoption panel the chair’s or individual’s appointment can only be terminated if they are unsuitable or unable to consider the case. This action may be taken when, for example, the individual becomes unavailable through illness or business commitments, when a previously unidentified conflict of interest arises (e.g. the individual knows the prospective adopters), etc. Terminating the individual’s appointment to the panel is not the same as removing their name from the central list. 