No. Disciplinary and capability processes are distinct and designed to deal with very different employment issues.
A disciplinary matter should only be used to deal with an employee’s poor behaviour and conduct. A capability issue will arise where an employee lacks skills, training, or experience, or is too sick for a return to work to be feasible.
We like to say that capability processes are for when an employee can’t do what they’re being asked, and a disciplinary is for when they won’t.