LTB 275/17 – Performance Management – Final Documentation

No. 275/2017 Ref: DJ/ML Date: 18 May 2017

TO ALL BRANCHES WITH MEMBERS IN BT

Dear Colleague

PERFORMANCE MANAGEMENT – FINAL DOCUMENTATION

As you are probably aware, the Union nationally have been in discussions with the company on changes to performance management. We are supportive of the company’s approach to changing the performance management culture to a positive experience for everyone. The critical key to success is the implementation and its ongoing application. Attached to this LTB are six documents: BT’s covering letter, My Performance Policy, Performance Ratings, Improving Performance Policy, Improving Performance Procedure and FAQs. The highlights of each document are covered below.

Covering Letter

You will see that the company has recognised the CWU’s policy regarding performance management contained in Conference Motions 86 (2016) and Motion 35 (2017) in the first paragraph.

There is reference to ratings and it is clear that the Work To Do’ rating should only be used where someone has been clearly told they have performance issues.

There is also confirmation of a change to annual ratings.

Importantly, the governance of the new performance process involves monthly meetings with the CWU for the first six months of the implementation. There will be a presentation to Branches in the first two months of implementation and a fuller review in September when the interim review will take place.

There is confirmation of the escalation process and how that will work in practice.

The provision of data will now include disciplinary data in order for CWU to see a fuller picture of how formal processes are being applied. This will be provided on a quarterly basis so any adverse outcomes to how performance management and discipline are being applied should be picked up at an early stage.

Also contained within the letter are assurances around the displaying of performance data, use of settlement agreements, and a presentation on managing an ageing workforce.

My Performance Policy

This policy deals with the principles and how performance will work in practice, such as cascading goals at team level, having three ratings rather than the previous five and rating performance annually rather than twice a year. The company will also make sure that the process is fair and free from bias. Performance Ratings

There will be three ratings: Brilliant, Good Work and Work To Do. The three ratings remove the unfairness of how the DN rating was being applied and the Work To Do’ rating will apply when there are areas where someone clearly needs improvement and that this has been previously highlighted to them by their manager.

Improving Performance Policy

The policy acknowledges that the culture can only change if it is fair and inclusive with opportunities for everyone.

The policy and procedure will apply to everyone who works in BT in the UK and in EE.

Everyone will have regular conversations with their manager and that the company’s intent is that everyone will improve.

People will always know how they are doing and there will be no surprises when performance is rated.

The company will make sure that the policy is fair and free from bias.

Improving Performance Procedure

The procedure should be read in conjunction with the improving performance policy.

People’s personal circumstances will be taken into account if there are performance issues.

There is an informal process and a formal process. The informal process deals with the review of progress over a reasonable period of time. This can be extended; for example people who are part time or someone who needs a longer supported improvement period.

There are three stages to the formal process. The full detail of how this will work is contained within the document.

Frequently Asked Questions

The FAQs will be built on over time but in general they refer to BT wanting to change the performance management culture within BT.

In conclusion the intent is still to remove performance management completely however, moving to three ratings and annual reviews are steps in achieving this. With any new policy it is not so much the words in the document but how it is applied.

The date for briefing Branches will be communicated shortly.

Any enquiries from Branches regarding this LTB should be referred to my office in the first instance.

Yours sincerely

Dave Jukes
Assistant Secretary

Att: