Performance Management

Many Employers operate formal performance management and appraisal programmes. This normally consist of employees having a number of different objectives or targets which might be individual, team or employer related to be completed within a specific period of time.

Many employers state that their performance management targets and objectives should be SMART.

Whilst many of our members go through performance appraisals without any problems, a number of people experience problems and suspect they are being managed out.

If I don’t agree with my performance review or the objectives being set, what should I do?

If you believe your performance review rating is unfair/incorrect, you should refer to your employers procedure/guidelines in the first instance (if they have one). There might be an appeals process you can follow and you should follow this process first before raising a formal grievance.

If you disagree with the objectives a manager is trying to set, you should ALWAYS raise your concerns at the first opportunity. In many cases managers will agree to make changes to objectives and its really important to ensure whatever has been set is achievable. Unless you object you are deemed not only to have accepted your objectives, but you are confirming to your employer they are achievable! If you fail to meet your objectives you could find yourself subject to disciplinary action/formal capability proceedings which will be difficult to challenge were targets were not objected to when set.

In all cases, members should contact Unite for advice at the earliest opportunity.

Forced Ranking

Many IT organisations operate a performance management system based on a bell curve.

This principle assumes prescribed numbers of individuals who are over performing, under performing or achieving the required standard.

Many workers who have achieved the targets set at the start of the performance management process can find themselves subject to downgrading or “moderating” based on this methodology.

For advice and guidance in this situation, members should contact Unite at the earliest opportunity. 

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