A New Approach for Performance Management from April 2009 End of PDS
DWP will introduce a new approach to performance management, called People Performance, which will come into effect from April 2009. Relative assessment and the application of distribution levels, whether fixed or guided, will be abolished. DWP must now consult, with the aim of reaching agreement, on fair and reasonable procedures for the new People Performance process with the Departmental Trade Union Side (DTUS).
People Performance
The new approach will keep objectives and competencies but they should be clearer and more relevant to the individual. More frequent discussions (at least quarterly) for staff and line managers will be introduced. This will keep objectives and competencies up to date and support feedback on performance and discussion of work issues and development needs. There will be three performance levels which are:
Wholly Exceptional
Consistently Good
Unsatisfactory
The end of year assessment, in 2010, will be of the evidence of the individuals achievement of their own objectives and competencies not relative to their colleagues. DWP intends both the Wholly Exceptional and Unsatisfactory levels to be very small in 2010 - and they will not be based on guided distribution.
People Performance Principles
PCS will agree abolition of relative assessment, and guided distribution, and will continue to consult and negotiate to achieve improvements for 2009 - 2010 including:
- Equality of opportunity
- Transparency of decision making
- Fair, reasonable, justified decisions
Views and ConsultationMembers may send their views on the DWP People Performance proposals directly to PCS using a dedicated e-mail address.
Our key objective remains to achieve an appraisal system in which everyone is awarded the performance level which they have achieved.
