Unite is advising colleagues to take steps now to prepare for the annual review to ensure that they can challenge unfair outcomes if necessary.
You can contact your Unite workplace reps for help at: Uniteatfca@gmail.com
What is the new system?
The overhaul of FCA’s performance management system has been long overdue. Concerns have included lack of transparency, inconsistent scoring, and the imposition of a grading curve at the divisional, departmental and team level which has meant that managers have been forced to push some staff to lower grades, regardless of performance. There have also been equality issues around the treatment of staff who, for example, work short hours and are less likely to be asked to undertake the high-profile work that has tended to be rewarded more highly.
Unite is clear that the new system does nothing to address existing issues and introduces the prospect of even more unfairness. It has been introduced quietly during the year and under the cover of a major consultation, but it was not included in the consultation.
Unite’s concerns are:
- The FCA now wants 15% of colleagues to be graded as underperforming (grades 1-2)
- This means good staff being treated as failing and receiving big real terms pay cuts.
Under the new system, only colleagues graded 3-5 will be eligible for a pay award in the annual review (and in this transition year, only those with grades 4-5 will be eligible for a bonus).
15% of staff will be allocated to grades 1 and 2 and treated as underperforming. This will include colleagues who have done what was asked of them – many good colleagues who have been deemed performing the past. FCA is looking to reward only those deemed to be over performing and this may well have a material equality impact, for example negatively affecting those colleagues with disabilities or caring responsibilities.
Unite has expressed serious concerns about the new system which will disadvantage good colleagues, lead to real terms reductions in pay and increase the risk of unfair outcomes. But despite this:
- The new system was introduced part way through the year under cover of the consultation.
- FCA has done little or nothing to brief or train staff on the standards required to achieve at least a level 3.
- FCA has not shared the criteria managers will use to allocate grades.
- Managers are likely to be asked to find staff to allocate to the lower two grades, even if they believe that everyone has performed strongly in their area.
- Managers have not been required to give colleagues an indication that they might be at risk of a level 2 or 1 through the year so that remedial action can be taken.
- There was no requirement for colleagues’ objectives to be reviewed when the new system was introduced to ensure that objectives were consistent with the new standards required.
- Managers no longer have the bonus pool to reward colleagues who may have had heavy workloads this year (eg as a result of covid/FCA priorities/staff losses) and it is likely that these colleagues will be allocated higher grades in the annual review in order to reward their hard work. This may mean that other colleagues will be pushed down the grades despite performing well at the role they were allocated.
- Managers’ first cut annual review grade allocation discussions kicked off in December, ahead of the annual appraisal round which runs from early January into February. So the initial considerations of grade allocations were being made only a short period since the end of the interim appraisal round (end of October) and in advance of key discussions with colleagues, increasing the potential for bias.
What should I do to protect myself in my appraisal? Unite tips!
It is more important than ever that you complete a full, detailed report of your delivery in 2021/2022 and add to Workday as soon as possible and ensure you get as much feedback as you can.
The following will also help you:
- Review your interim appraisal and any messages from your manager about what was expected of you in the second half of the appraisal period. Gather evidence to demonstrate delivery on these expectations.
- Calculate how many days you have worked since your interim appraisal – particularly important for those working short hours.
- Gather evidence of your 1:2:1s with your manager. Do these sessions discuss delivery on your objectives or are they generally reserved for discussing work issues?
- Review your job description and your objectives. Are they clear or are they potentially open to interpretation?
On the day of your appraisal meeting:
- Take detailed notes and write up your account immediately and upload to Workday.
- Give a full readout out of your work and achievements.
- Ask your manager what grade your current performance is.
- If you are being classified as “underperforming” ask what criteria they have used to reach that assessment, including whether “type of role” has been considered (issue here is on whether the system has a positive bias towards higher profile roles).
- If your objectives are not clear and you are being downgraded based on something which was not explicitly in your role and you were not aware of, ask for confirmation of when this expectation was made clear to you.
- Ask your manager what you could have done differently to achieve a better grade.
- Ask if the grade moderation was overseen by your local HR partner.
- If the indication is that you will be allocated an underperforming grade and your “underperformance” is news to you, ask why you had not been told of your “underperformance” before and given chance to take remedial steps.
- Ask if you would have been allocated to a performing grade in previous years based on your performance this year.
- Ask why there is no longer a grade which recognises someone who is performing, rather than outperforming their role.
- If your manager does not tell you what grade you are performing at, ask when you will be told.
All of this will be important evidence if you need to raise a grievance.
If you receive a level 1 or 2 and you do not think it is fair, you can appeal. Your Unite the Union rep can support you in your grievance.
What if you are not happy with your appraisal?
Contact your union Unite and we can help you.
Unite recommends that before you consider the formal grievance procedure you should request a meeting with your line manager to discuss the matter further in the informal process. This is an opportunity for your manager to explain in more detail why they have reached their decision, but also your opportunity to state your case for an improved rating, this is the informal process. If the explanation does not satisfy or fails to deliver an improvement, then you can raise a formal grievance.
We would also like to hear colleagues’ experience, particularly if you feel you may be disadvantaged by the new approach. We are also interested in hearing from managers having to use a poorly designed and implemented approach to grade their teams.
Being a member of Unite will help protect your rights and give you the best advice possible. Any concerned members should talk with their local Unite Workplace Representative or call the Unite by email at: Uniteatfca@gmail.com
If you’re not a member you can join today at www.unitetheunion.org/joinunite
