NGSU Regional Councils: Jan-Mar 2015 Performance Rating Appeals Nationwide Group Staff Union

NGSU Regional Councils: Jan-Mar 2015 Agenda Performance Ratings Myths & Barriers Determining Ratings Calibration Appeals Process Making the Case Help & Support

NGSU Regional Councils: Jan-Mar 2015 Performance Ratings Annual Performance Ratings are important because they: –determine Individual pay awards Group Bonus Scheme awards –influence Promotion and career progression Redundancy selection

NGSU Regional Councils: Jan-Mar 2015 Performance 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?

NGSU Regional Councils: Jan-Mar 2015 Myths & 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 !

NGSU Regional Councils: Jan-Mar 2015 Myths & Barriers 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”

NGSU Regional Councils: Jan-Mar 2015 Myths & Barriers 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

NGSU Regional Councils: Jan-Mar 2015 Determining Ratings Performance is rated against: –What you’ve done –How you’ve done it WHAT you did?HOW you did it? PRIDE Behaviours Job Description & Objectives PLUS = Your Performance/Contribution Source: Nationwide Intranet

NGSU Regional Councils: Jan-Mar 2015 Determining 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

NGSU Regional Councils: Jan-Mar 2015 Calibration 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

NGSU Regional Councils: Jan-Mar 2015 Calibration 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

NGSU Regional Councils: Jan-Mar 2015 Appeals 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)

NGSU Regional Councils: Jan-Mar 2015 Appeals Process 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

NGSU Regional Councils: Jan-Mar 2015 Appeals Process 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

NGSU Regional Councils: Jan-Mar 2015 Appeals Process 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

NGSU Regional Councils: Jan-Mar 2015 Making 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

NGSU Regional Councils: Jan-Mar 2015 Making the Case 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

NGSU Regional Councils: Jan-Mar 2015 Making the Case 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’

NGSU Regional Councils: Jan-Mar 2015 Making the Case 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

NGSU Regional Councils: Jan-Mar 2015 Making the Case 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?

NGSU Regional Councils: Jan-Mar 2015 Making the Case 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

NGSU Regional Councils: Jan-Mar 2015 Help and Support For advice or representation: – call: –