The following
details have been supplied by the PCS DWP Group, please note the links will only work on the DWP network:
PCS opposes unfair behavioural
indicators and unfair box mark quotas
Oppose unfair
behavioural indicators
DWP
has responded to PCS evidence of the use of unfair behavioural
indicators where individual employees
have been set work objectives, or 'steps
to achieve' requiring them as individuals, to complete the People Survey or
to answer questions in a particular way with
achievement measured against the ‘staff engagement’ score. DWP has issued
guidance to the CSHR Casework Team and HR Business Partners which advises that:
“This is not reasonable on three
grounds:
1. Any such work objective would not
satisfy the 'SMART'
criteria for setting objectives because only the employee will know if they
participated in the survey;
2. Any such work objective would not
conform to the MythBusting guidance on the People Survey website about not inappropriately
incentivising or pressuring employees to participate in the People Survey which
is voluntary and confidential.
3. The questions for staff engagement (B50 – B54) in the People Survey are to assess the
emotional connection employees feel towards the Department and the score would
not be a valid measure for the demonstration of behaviours, competencies or
values as it is the sum of multiple responses which cannot be linked back to
any single individual.
The only appropriate way of promoting engagement at
employee level is through behavioural standards for engaging people - e.g. encouraging employees to contribute
their opinions, provide constructive challenge, participate in change activity,
etc. These are practicable ways employees can demonstrate engagement and having
a stake in DWP
Overall guidance for ‘engaging people’ is provided in
the Competency Framework on page 4
with, for example, more detailed guidance for ‘leading and communicating’ on
pages 18 – 19.”
Competency Framework indicators
The Competency
Framework is a Civil Service Reform product which has not been agreed with PCS and needs to be revised in
consultation with civil service trade unions.
However,
there are behavioural indicators in
the Competency Framework which may be used to replace any unfair locally
invented indicators. The Competency Framework gives three examples, on page 19,
of more appropriate behavioural indicators at Level 2 for EO / Band C, which
are:
· Listen to, understand,
respect and accept the value of different views, ideas and ways of working
·
Express ideas
effectively, both orally and in writing, and with sensitivity and respect for
others
·
Confront and deal
promptly with inappropriate language or behaviours, including bullying,
harassment or discrimination
PCS will provide further guidance for
opposition to unfair behavioural indicators.
Dispute unfair decisions
Members
should dispute refusals to correct unfair behavioural indicators or unfair
ratings using the DWP Grievance Procedures and the DWP guidance quoted in this
Briefing.
