E6 Performance Management for Senior Civil Service (SCS) Staff

Background

The Senior Civil Service (SCS) is a central resource with a common framework of terms and conditions and arrangements for career management and training across all Government Departments. The Minister for the Civil Service has not delegated SCS pay to individual Departments. The total reward package for the SCS is designed centrally to attract, retain, engage and motivate senior leaders, professionals, and specialists of the right calibre to deliver business objectives.

Each year the independent Senior Salaries Review Body (SSRB) recommends the range of performance awards for base pay and the minimum bonus payment.
Each Government Department has to have a Pay Committee and Pay Strategy in place to show how the Department will manage the process in line with central guidance.

Compliance Tasks

1. In April, the individual and their line manager must discuss the job to be done and reach a performance agreement and development plan for the year ahead.

Task assigned to: All Staff, Line Manager

2. In October, Mid Year Reviews must be completed.

Task assigned to: All Staff

3. The following April, End Year Performance Reviews for previous year must be completed by the line managers.

Task assigned to: Line Manager

Risks of non-compliance

• DFID accused of breach of equal opportunities policy, and ultimately taken to Employment Tribunal or court
• Staff training and development needs not assessed/ identified/supported
• Poor quality performance management and reporting undermines effectiveness of moderating process
• Poor staff morale
• Legal challenge to DFID for acting incompatibly with the 1998 Human Rights Act (HRA).

Associated learning and skills

SCS to undergo the Reporting Officer (RO) training course before completing any reports. Periodic refresher RO courses are available from Learning and Development Services (LDS) on request.