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BT Performance Management: Guidance
14 May 2008
The CWU is concerned that BT has started to introduce a number of changes to the Performance Management and Appraisal process.
These changes (that do not have CWU agreement) were introduced with effect from 1 April 2008 in Operate, parts of Wholesale and parts of Group, excluding Fleet and Procurement and Supply Chain, but will move through the company until everyone is covered by April 2009.
The main concerns are:
- Removal of informal PIPs – because we believe this will lead to many more formal Performance Improvement Plans, which is the first step on a process that may end in dismissal.
- If you are regarded as “Generally Satisfactory” you will be placed on a formal PIP. Formal PIPs used to be awarded only for scores in the bottom two categories on a six-category scale (namely Needs Improvement or Unsatisfactory). This is therefore a clear departure from previous practice.
- Introduction of Quarterly Performance reviews – where the only thing your manager has to do is enter a score in the right box without meeting or talking to you to explain why.
- Levelling of appraisal scores – so what your manager thinks, or agrees with you, may be over-ridden – and you may well not be informed. Indeed your score could have been decided in advance of any discussion.
- New ways of managing disagreements you have with your manager over appraisal scores, that we think are unfair.
- In some parts of Operate, QPRs have started to take place. They have not been conducted in accordance with the mandatory guidance to managers.
Negotiations continue, but in the meantime, we offer all BT members who are asked to attend a meeting to discuss performance or appraisal the following advice:
Important DO's and DONT's
DO
- Make sure all meetings you have on your performance and appraisal are documented, i.e. there is a written record.
- State in writing if you disagree with what is being said about you and why.
- Keep a copy of everything you write/send.
- Record disagreements in writing.
- Tell your manager if there is anything you disagree with, record it in writing and contact your branch immediately.
- Ask what coaching, support and development your manager is going to offer you and by when.
- Ask if the mark has been levelled, and record the response.
DON’T
- Participate in an unprofessional APR/QPR meeting that is not carried out in private, without interruption and in accordance with the mandatory guidance issued to BT managers.
- Accept a score that is awarded without the offer of a meeting to discuss it.
- Accept a score without a rationale.
More information
Head office has issued a guide containing a summary of the issues, an explanation of the terminology used, a summary of the reasons the new proposals are particularly problematic and, most importantly of all, a checklist of the things that BT managers are obliged to do in assessing performance and drawing up appraisals.
BT
Performance Management and Appraisal System - CWU Guidance Booklet: http://www.cwu.org/uploads/members/08LTB372a.pdf
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