The following has been supplied by DWP Group:
People Performance Myths
DWP has produced a People Performance 'myth busting' brief for HR experts using replies to frequently asked policy questions. The Complex Case Advisory Service (CCAS) has been involved in its development and will be using it to respond to queries.
Guided not forced distribution
DWP People Performance uses guided not forced distribution. Guided distribution ranges provide a framework for setting known performance expectations or ‘standards’ at the start of the year and must not be misused as quotas at the end of the year. The DWP 'myth busting' brief for HR experts confirms this truth:
‘Myth: The distribution of 25% in Exceeded, 65% in Achieved and 10% in Must Improve must always be met.
Truth: The distribution is a guide to support standards setting, not a quota for ‘forcing’ ratings.
Managers award performance ratings based solely upon achievement of objectives (the ‘What’) and demonstration of required behaviours (the ‘How’).
Nobody should have their rating changed simply to meet the guided distribution.’
Evaluating your performance
Your performance must be fairly evaluated against both the ‘What’ (delivery of objectives) and the ‘How’ (demonstration of behaviours, competencies and values), and against known performance expectations, which are the standards set at the start of the year with equal weighting between ‘What’ and ‘How’. DWP People Performance has a procedural requirement that ratings must be consistent with known performance expectations (Procedure 12.1). There is no procedural requirement that managers must meet the distribution ranges at the end of the year.
Rating your performance
The rating of your performance by managers must be objective and consistent against known performance expectations on the basis that ratings will not be changed or forced simply to fit the distribution (Procedure 9.3).
Your performance rating must always be an evidenced based balanced consideration of your personal performance over the entire reporting period. Your manager should assure you that your rating will not be changed or forced simply to fit the distribution and you will be awarded the performance rating which you have achieved
David Burke
Group Assistant Secretary
