More local bureaucratic fun re-posted here: now the council's approach to performance review and reward. Believe me, this is not far off the truth.
FROM: Conor O'Connor, Director of Human Resources Development
TO: All Directors; Chief Executive
Colleagues:
The proposal for an Excellent Performance Delivery Environment (EPDE)I put before CRB has been approved. To summarise:
* All employees will be graded from A - E by their line managers as part of the annual My Performance process. Grades will be reviewed and approved or amended by Team Leaders.
* To prevent grade inflation, managers will adhere to the following performance profile as closely as possible: A: 15%; B: 25%; C: 25%; D: 20%; E: 15%.
* The thumbnail definition of the categories is as follows: A: outstanding, innovative achiever; B: high achiever within normal parameters; C: meets requirements of job; D: meets requirements of job with some areas for improvement; E: failing and in need of remedial action.
* Categories A and B will receive income augmentation in line with annexe 3A.
* There will be an appeals procedure: details will follow.
This will sharpen up our performance and ensure that we both encourage the high-fliers and weed out the underperformers.
ED's JOB
The blog of Chief Executive Edelbertha Spengler
Hi! I think I've mentioned this before, but I'm a great fan of Queen's Sticks Wielders women's hockey team. Last season was really depressing and we got relegated to Division 2. This season, though, we're going great guns and have won four out of six matches, one of the others being drawn.
What made the difference? A real determination to concentrate on performance and raise the team performance level! And it was a real team effort.
Although performance levels at Odanglesex County Council are pretty much through the roof, we can't afford to rest on our laurels. We only beat Scunthorpeshire by one point in the Local Goverment Chronicle poll last year, and they're making big efforts. We must achieve continuous improvement. That's why I could so easily relate to the finding in the Employee Survey which said that 71% of you thought we could do more to reward good performance.
We've taken that VERY seriously and done two things in response. One is to introduce a Good Performance system which will identify the best performers and reward them. Your directors will be speaking to you about that very soon. The other is to launch a BEST PEOPLE OF THE YEAR award scheme in which all of you will be able to nominate fellow-employees (you can't nominate yourself, sorry. You can't nominate me either - sorry again) for recognition of their outstanding service and they will receive awards at an annual ceremony hosted by a major Odanglesex public figure. Councillor Wayneflete and I will judge the nominations together with Conor O'Connor and we're really looking forward to it!
FROM: Hamish Carpenter, Transformational Excellence Manager
TO: Kenneth Spotlessnob, Director of Transformational Excellence and Strategic Vision
Kenneth:
Does this new performance reward system really mean I have to assess one of my people as failing?
FROM: Neil Balderson, Senior Transformational Excellence Manager
TO: All Transformational Excellence managers
Kenneth's had a number of queries about EPDE. They come down to the same thing - the degree of flexibility in the recommended profile. In order to ensure a robust performance structure, departures from the profile must be minor and exceptional. Appeals will be dealt with by Kenneth. I hope that clarifies the position.
To be continued...
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