Performance Management Systems (PMS) of one sort or another have been imposed across all government departments.
PMS is designed to link performance to pay in crude and relative terms. The Cabinet Office has stated that the 10% of staff in the “must improve” category will face possible dismissal if their performance doesn’t reach the required standard.
These pages give reps and members advice and guidance for dealing with performance management, particularly in circumstances where low box markings are forced on individual members.
In order to challenge PMS we need to ensure:
- Every member is informed, understands the system and feels confident to assert their rights throughout the process.
- Employers are firmly forced to follow their own policy on performance management by every member. This will lead to huge backlogs of work and intense pressure on the employer
- That bad practise, short cuts and poor management standards are robustly challenged in every instance.
- That members are encouraged and supported to lodge grievances when bad management is highlighted
- That the culture of isolated workers being made to engage with the system becomes a collective assertion of workers’ rights in every workplace.