Achievable and Agreed Requirements
The CMEC PDS procedures require at least three and no more than six work objectives to be set which conform to the “SSMART” model. Objectives should be achievable and agreed and relevant. They need to be reviewed when they have become unachievable or irrelevant.
Joint agreement between line managers and employees should be the aim. Where agreement cannot be reached line managers will set objectives. However, line managers decisions are subject to the decision making standards required under the HR Decision Makers Guide (para 2).
Fair And Reasonable Requirements
PDS decisions need to meet the principles of natural justice (PDS policy para 7). All PDS decisions need to be reasonable, fair, unbiased and properly explained. Employees have the right to use the Grievance Procedures for redress when unreasonable objectives are set.
Grievance Rights Apply
Unagreed work objectives which do not conform to the SSMART criteria and/or are unfair, unreasonable, biased or not properly explained should be resisted by using the grievance procedures. Line managers and employees should avoid disputes wherever
possible. The PDS policy for setting objectives puts an emphasis on agreement:
Work objectives should conform to the SSMART criteria: Stretching, Specific, Measurable, Achievable and Agreed, Relevant, Timely (PDS Procedure para 2.2)
Agreement of objectives between line manager and employee is emphasised under the PDS procedures. A = Achievable and Agreed.
Individual factors such as time in the job, experience, knowledge and part time hours must be taken into account (para 2.2).
Oppose Unacceptable Objectives
All PCS members should oppose unacceptable work objectives. CMEC targets or generic objectives should not be automatically set as work objectives. Adjustments must be made to ensure equality of opportunity to achieve all performance levels.
New or more stretching objectives should not be backdated when objective setting takes place later in the year. Line managers and employees should agree objectives which support team work, are consistent with the SSMART criteria, and are fair and reasonable, unbiased and properly explained.
Stretching But Achievable
Stretching objectives are also qualified by the need to be achievable and agreed.
Numerical Targets
Numerical targets which are not within the employee’s personal control should be opposed. Objectives must be within the employee’s capability.
Attendance Objectives
PCS has argued against Attendance Management objectives being used, especially the use of numeric attendance targets. PDS Advice recognises that numeric targets are not within the active control of the individual and are therefore not necessarily achievable.
The recommended approach is to set objectives which require compliance with processes, application of policy and an understanding and commitment to meeting the overall targets (PDS Advice paras 7 and 8).
Team Work
Numerical targets should be qualified by the need for team work and recognise the individual is expected to make a contribution towards the achievement of a target. An example of an acceptable work objective would be: to accurately determine entitlement to new claims to benefit and to make an effective contribution towards the new claims clearance times of X days, as in the unit business plan.
Disability And Objectives
Disabled people must have objectives set which provide the same opportunity to meet or exceed objectives as any other employee. Reasonable adjustments must be made for their disability if that affects their performance (PDS Advice para 6).
Part Time Workers
Part time staff must have the time taken for learning, reading and keeping up to date etc. taken into account, for example, a member of staff working half the hours of a full time member of staff should expect to have objectives set at less than half that of the full timer to allow for these activities (PDS Advice para 4).
Individual Circumstances
Objectives must take into account levels of experience and knowledge, the possible effect of a recent job change or return from a lengthy absence from work (PDS Advice para 5).
Use Grievance Rights
Use the CMEC Grievance Procedures to oppose unacceptable work objectives (PDS Procedure 7.28).
Employees have a right to a grievance hearing and the right to be accompanied by a Trade Union Representative.
Grievances may include problems with objectives which are unachievable, not relevant, unfair or unreasonable
