Advice in Relation to PDEs
Background Discussions are continuing in relation to a national agreement on appraisal (BB/219/11 refers). In addition separate advice has been given to branches regarding arrangements for the PDE process by businesses (BBs 152, 188, 224, 253 and 294/11 all refer). While discussions continue centrally we are advising members to look carefully at the objectives and indicators they are being asked to agree in their PDE as part of the appraisal process, and not to sign up to those that they don’t agree with, particularly where they represent either individual hard targets or are clearly unachievable. Advice to members Branches and members have raised concerns that they are being asked to sign up to performance targets which, in some instances, our members are uncomfortable with. The general point to stress to members is that nobody should feel pressurised into signing up to a PDE which they do not genuinely agree. Where members believe that undue pressure is being exerted then cases should be referred to branch secretaries and, where these cannot be resolved locally they, should be collated and referred on to the relevant AGS depending on the business area. In any event members should be advised not to sign up to PDEs if the key performance indicators include unrealistic individual hard targets, for instance in relation to specific quantities of work which should be completed in specific timeframes. Members should additionally be reminded that we have reached an agreement with management that no individual attendance targets will be included in PDEs. In addition, our advice is that you should not simply accept the inclusion of generic figures for quality or quantity. If this is the case then our advice to members is not to sign your PDE and to follow the disagreement process highlighted later in this circular. More generally, it has previously been agreed with the department that the majority of operational staff should have three to five business objectives and at least one development objective, although there will be some variation depending on grades. Grades above AA/AO may have up to 9 performance indicators per objective. We remind members that they should look to limiting the number of performance indicator’s to ensure PDEs are realistic and achievable. Members should also be reminded that the tasks and performance measures included in the PDE should take account of individual training needs, experience and ability. Meaningful objectives should follow the HMRC guidance on being ‘SMART’ that includes reference to them being achievable and relevant. Members may want to add their own comments to their PDE, and this will be more important where disagreement arises. |
PDEs and objectives should be kept under review throughout the year and these can be changed and amended if the objectives no longer reflect the job holder’s role, or if the objective(s) become unachievable due to factors outside of your control, or if your job changes substantially during the year. Disagreement If the jobholder and manager cannot agree on any element of part 1 of the PDE, then they can ask for a discussion with the manager’s manager, normally referred to as the countersigning officer (CSO). If after discussion agreement is still not possible, the manager will make a separate note of the areas of disagreement and the PDE will be imposed. The jobholder can add comments to their manager’s note and we would strongly advise members to do so. The PDE will then need to be reviewed regularly during the year to see if it is possible to reach agreement at a later date or to agree amendment where appropriate. We strongly advise members to record reasons for disagreement, which could include: the use of individual numerical targets; the inclusion of unrealistic and unachievable objectives; insufficient training and support being provided; reasonable adjustment not made for jobholders with impairments; or the task having not been risk assessed. Members who are manager PCS values all its members irrespective of grade or the job they undertake. We appreciate the difficulties experienced by our members who are managers in HMRC and the expectations they are working to. PCS expects all members to treat each other with dignity and respect and to work together to try to resolve disagreements. This is particularly important when discussing disagreements or disputes, for example, over PDE objectives or markings. The aim is for everyone to always look to achieving an amicable and acceptable resolution of any disagreement. Action Members are advised to raise any issues regarding PDEs with the branch in the first instance and the branch will escalate concerns to the relevant AGS for that business area if they cannot be resolved locally. |
Andy
Lord, Branch Secretary