ngsu regional councils: jan-mar 2015 performance rating appeals nationwide group staff union

NGSU Regional Councils: Jan-Mar 2015

Performance Rating AppealsPerformance Rating Appeals

Nationwide Group Staff Union


AgendaAgenda

• Performance Ratings

• Myths & Barriers

• Determining Ratings

• Calibration

• Appeals Process

• Making the Case

• Help & Support


Performance RatingsPerformance Ratings

• Annual Performance Ratings are important because they:– determine

• Individual pay awards• Group Bonus Scheme awards

– influence• Promotion and career progression• Redundancy selection


Performance RatingsPerformance Ratings

• Employees who feel their rating is unfair are entitled to raise an appeal

• NGSU encourages members to appeal – ratings are too important to ignore

• Very few employees appeal – why?


Myths & BarriersMyths & Barriers

• The are some myths about the appeals process– Ratings cannot be changed once

determined by calibration– Ratings can be reduced at appeal

– Everyone has the right to appeal– Ratings can only be increased– Ratings are changed on appeal even after

calibration

NOT TRUE !



• Some things managers say– “We pride ourselves in not having appeals

in our department/area”– “It’s unfair to other colleagues”– “It’s not PRIDE behaviour”– “Only allowed a set number of

‘exceed/exceptional”• Some things employees say

– “It’s career limiting”– “Nothing will change”– “I don’t want to raise a grievance against

my manager”



• There are real concerns but employees should have confidence to appeal– It’s a formal Nationwide process

• Conforms to FTAW principles

– Nationwide’s commitment to a “safe to speak” culture

– NGSU will support members– FCA monitoring


Determining RatingsDetermining Ratings

• Performance is rated against:– What you’ve done– How you’ve done it

WHAT you did? HOW you did it?

PRIDEBehaviours

Job Description &

Objectives

PLUS

= Your Performance/Contribution

Source: Nationwide Intranet


Determining RatingsDetermining Ratings

• Ratings should – reflect ‘whole of role’ performance

• as determined by individual performance plans

– be matched against rating descriptors– assess your performance while at work

• maternity and long term absence should not be a detriment

– be fair and absent of any discrimination– not be a surprise


CalibrationCalibration

• Calibration should make sure ratings are fair and consistent

• All ratings should be used to genuinely differentiate between performance levels

• BUT there should not be a fixed distribution


CalibrationCalibration

• Ratings are now determined at calibration

• Managers give indicative ratings

• All managers discuss and share evidence

• Senior Managers decide ratings

• Managers can challenge

• Employees can appeal


Appeals ProcessAppeals Process

• The process is changing for 2014/15 • The Appeals Process will be stand

alone• This removes stigma/barrier using the

Grievance Procedure• There will be a new Appeals form

– To guide employees/managers through the process (similar to flexible working form)



• Informal Appeal– You must raise your concerns with

your manager within 5 days of receiving the rating

– You should be invited to an informal meeting to discuss your concerns

– If you are unable to agree you have the right to raise a formal Appeal



• Formal Appeal– You must submit your appeal in

writing (new form) within 10 days of the informal meeting

– The form and accompanying documents should be sent to the case management team in NH



• Formal Appeal– A manager more senior than yours will

hear the appeal– You should have a discussion with HR

Case Management to decide who will hear the appeal

– You have the right to be accompanied to a meeting

– The outcome should be in writing– You have the right to appeal to Stage Two


Making the CaseMaking the Case

• Read the official documentation on the Performance Intranet site– Know how the Society expects

performance management to be conducted and be prepared to challenge any ‘local’ procedures that are out of line

• Read the rating descriptors– construct your case to demonstrate

why you meet the descriptor



• Met Descriptor:Met You’ve done what we asked of you well, and demonstrated our values and behaviours.

• You’ve usually done everything you’re supposed to in your role

•You’ve acted according to our values and behaved in the ways we expect

•You’ve got enough knowledge and skill to do the amount of work you need to, meeting your deadlines and to the right standard, without needing any more support than we’d expect

•You’ve volunteered and participated in activities outside own area sometimes

Source: Nationwide intranet

You don’t have to be a superhero to be ‘Met’

Values and behaviours are part of ‘whole’ role review



• Evidence is the key– 1:1’s; feedback; stats etc– Link this to ratings descriptor and

performance plan

• Summarise the full 12 month’s performance– Highlight challenges over the year– Emphasis the ‘what’ and ‘how’



• Be positive– Highlight achievements– ‘challenges’ provide useful context

but show how you overcame them; don’t focus on the negative

– Your rating is unlikely to be increased just because you didn’t have regular 1:1s – explain how you’ve succeeded despite this



• Put yourself in the shoes of the Chair– What would you want to hear to

convince you to increase the rating?

• Be realistic– Are your achievements over and

above the requirement for you role or what would normally be expected?



• Be organised– Prepare for the appeal – Bring all relevant documentation

with copies for the Chair– Be confident and positive

• Ask for NGSU Representation– We can’t guarantee that your rating

will be increased but we’ll help you make your case to best effect


Help and SupportHelp and Support

• For advice or representation:– call: 01295 710767– e-mail: [email protected]

ngsu regional councils: jan-mar 2015 performance rating appeals nationwide group staff union

Documents

ratings ratings

ratings performance

ngsu regional councils

calibration ratings

ratings managers

appeal ngsu

appeals process ratings

performance ratings