E7 Performance Management for Staff A1 and Below

Background

DFID's Performance and Career Management System aims are to help Home Civil Servants (HCS) and Staff Appointed In Country (SAIC) staff and their managers to focus throughtout the year on:

continual development
improving their performance and that of the Department
a continuous appraisal of performance, development, conduct and attendance

And at the end of the year to:

assess overall performance being achieved by job holders (JH) in their current posts
make an optional promotion assessment as part of the end of year process.

Directors/Heads of Department/Heads of Overseas Office must ensure processess are in place across their Department/Division/Office for:

setting and agreeing streaching objectives and personal development plan in line with business priorities
effective and continuous performance management throughout the year
rigorous quality assurance and moderating processes
monitoring for compliance with the Performance and Career Management Guidance and with DFID's Equal Opportunities Policy
Intervening if non-compliance with the Guidance or discrimination is suspected.

Compliance Tasks

Start of Year

1. Agree business related objectives for teams and JH's.

Task assigned to: All Staff, Head of Department, Head of Overseas Office, Line Manager

2. Personal Development Plan for the year ahead must be agreed in the Performance Management Form.

Task assigned to: All Staff, Line Manager

During the Year

3. Reporting Officer (RO) and JH to meet regularly, record evidence of JH performance, review progress on objectives and learning goals and update the PMF if any changes.

Task assigned to: All Staff, Line Manager

4. Informally moderate to ensure consistency of standards across teams

Mid Year

5. Mid Year Reviews (MYR) must be completed and recorded in the PMF by 31 October

Task assigned to: All Staff, Line Manager

End of Year

6. Divisional moderating of performance levels, and readiness for promotion

Task assigned to: Director, Head of Department

7. Complete final review including informing JH of their ratings following moderation and complete PMF and any promotion assessment

Task assigned to: All Staff, Line Manager

8. The Quality Assurer (QA) must sign off the end of year performance review by mid May.

9. If appropriate the RO will complete optional promotability assessment form once QA signs off PMF

Task assigned to: Line Manager

Risks of non-compliance

Failure to properly manage staff means we are not maximising staff's potential to contribute effectively to DFID, for both their own and DFID's overall benefit.
Potential for lowering of morale and wasting of resources
DFID may face skills and ability shortages and may have to conduct additional external recruitment
Patchy or inconsistent management of performance across the organisation

Last updated: 03 Oct 2011

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