The following details have been supplied by PCS DWP Group, please read them carefully:
Mid-year indicative ratings
This article clarifies the process for resolving disagreements under the new Grievance Procedure.
Discussion with manager
The aim of the performance management system is to encourage open and honest discussion between the employee and manager to deal with difficulties or disputes at an early stage so that they can be resolved along the way. Regular performance discussions throughout the year allow the employee and manager to discuss issues informally as they occur. The final end-of-year assessment should not come as a surprise to the employee.
The new grievance procedures are for use to resolve People Performance disagreements. All grievances should be resolved by Employee Action or Manager Action if it is possible to do so satisfactorily (Grievance Procedure 4.6).
Where this is not possible, employees may raise their issue formally under the formal grievance procedures. It is best practice to try to resolve disagreements informally in the first instance and only resort to formal action as a last resort. However, the right to raise a formal grievance and appeal is available under People Performance Procedure13.
Summary of grievance process
There is a procedural emphasis on informal action, under the Employee Action or Manager Action options where possible in the first instance, with a requirement for mangers to engage constructively with employees. The revised grievance process is simply summarised under Grievance Procedure 4.3:
Employees are expected wherever possible to progress their issue using the Employee Action or Manager Action procedures. Managers are required to engage constructively with employees to ensure the Employee Action and Manager Action procedures are meaningful and effective.
However, the right to raise a formal grievance remains under 4.3 (supported by Grievance Advice Q&A 2) on the basis that:
Should the issue remain unresolved and, upon further reflection, the employee believes it is reasonable to do so, employees may have their grievance dealt with under the Management Investigation procedure.
The employee may submit their case for Management Investigation on form G1 after a period of reflection but within 30 working days of the decision/event or issue taking place (Grievance Procedure 4.7).
