Consequence Management
To embed a culture of performance management it is important that there is consistent consequence management. This involves:
- recognising high performance
- addressing unsatisfactory performance.
Guidance
Effect consequence management requires:
- Line managers recognise and, where appropriate, reward good performance.
- Line managers recognise and tackle unsatisfactory performance, which may include disciplinary processes for consistent under performers.
- Line managers have the confidence to deal effectively with underperformance as unmanaged underperformance impacts the whole team.
- Unsatisfactory performance guidance for managers is simple, easy to understand and use.
- Senior line management teams ensure performance appraisal overall for employees in their business unit aligns with business performance of that unit.
Recognition of good performance is practiced in many different forms in different organisations. Some organisations are able to reward performance through monetary rewards, rewarding only the very top performers. Others may implement a sliding scale of monetary reward depending on performance scorings. Monetary rewards are often a highly sensitive subject area in the public sector, with greater restraint imposed on organisations than in the private sector. Recognition does not have to been based on monetary reward, the importance is that good performance is recognised not necessarily how.
Tools
DWP capability procedure - A general summary of the process used within the Department for Work and Pensions if a manager is concerned when an employee’s performance level.