Performance Related Increments Briefing for Non-Teaching Staff

1. Welcome PERFORMANCE RELATED INCREMENTS BRIEFING FOR NON TEACHING STAFF NOVEMBER 2011

2. Presenters • Marina Breeze – Head of Achievement • Emily Austin – HR Manager, Pay & Reward • Roy Hardcastle – Lead Officer Schools HR

3. Objectives • An overview of how the Performance Related Increments (PRI) process will operate. • How Performance Related Increments will be linked to performance management. • How HCC’s Performance Management Development Scheme (PMDS) works and how schools can use to manage Performance Related Increments. • Opportunity to input into the Performance Related Increments timetable within schools. • Opportunity for Questions and Answers

4. Performance Related Increments (PRI) Background • Introduced as part of the Council for the Future transformation programme. • Part of collective agreement with UNISON effective from April 2012. • Includes removal of time served automatic increments in April each year and introduces PRI from June 2013

5. Performance Related Increments (PRI) Background Cont … • Historically, progression through the HCC incremental spinal column points has been on an annual automatic basis. • Increments will move from April to June in 2012. • Last time served increment paid in June 2012. • Increments based on performance will commence 2013 with the first payment being in June.

6. PRI – Purpose of the scheme • To reinforce and reward excellent performance across HCC. • Not a cost saving measure.

7. PRI – Who it applies to • Will apply to all non teaching staff in Community and Voluntary controlled schools. • Will not apply to Foundation and Voluntary Aided schools unless they are adopting HCC T&C’s. • Will not apply to Academies.

8. How PRI will work • The award of an annual increment will be linked to an overall ‘rating’ by the manager as part of the annual performance management process. • The overall rating will be based on what an employee has achieved (assessed against their objectives) and how they have achieved it. • Overall ratings will be input on SAP by each school via the Schools SAP Portal.

9. Linking Overall Ratings to Increments

10. Linking Overall Ratings to Increments • The payment for an Exceed is a one off lump sum, not consolidated into pay. • Payment is taxable and pensionable and not used for the purpose of calculating any other payments.

11. HCC Performance Management Development Scheme (PMDS) • Used by all HCC non schools staff. • Works on a 12 month annual cycle with a mid year review. • Brings together measuring achievement of set objectives and how these were accomplished. • Process to ensure fair and consistent approach to performance management and development system.

12. The PMDS Scheme • All employees should follow the annual performance cycle with clear objectives set that link to the team, departmental and HCC plans. • All employees must work with their manager to actively review their PMDS via regular meetings and as a minimum with a mid year and annual review. • All employees have a right to receive objective feedback on their performance and have an opportunity to have an open and honest discussion about their performance based on clear examples and evidence • All employees should be provided with support to deliver their performance objectives and demonstrate our Values and Behaviours • The discussion is confidential between the Manager and Employee

13. PMDS Scheme Stage 1 - Performance Agreement - April: Performance Objectives and personal development plan agreed for the coming year. Stage 2 – Moderation and Payments- June: For previous performance year

14. PMDS Scheme Stage 3 - Mid-Year Progress Review - October: Progress against the agreed performance objectives will be reviewed. Stage 4 - Annual Appraisal – Feb -March: The performance objectives will be reviewed. Employees will receive an overall outcome for the performance objectives.

15. PMDS For Schools • Schools are able to adopt the PMDS scheme used by HCC if they choose to. • If Schools have their own performance management process they can continue to operate this scheme – but it will need to be amended to provide an overall rating for PRI.

16. Timescales for Schools • HCC’s PMDS works on an April to March cycle with potential PRI increases being paid in June. • Consideration to be given to how school’s want to operate timeframes: Two Options: Option One - Use HCC timescale Option Two - Work to academic year

17. Option 1 • Option1: Use the HCC timescales • All increments will move to be paid in June from 2012. • Last time served automatic increments will be paid on 1st June 2012. • First performance related increment will be paid on 1st June 2013. • Overall ratings inputted via Schools SAP Portal by 15th April. • Increment paid in June each year

18. Option 2 • Option 2: To work to the academic year • Last time served automatic increments will be paid on 1st June 2012. • First performance related increment will be paid on 1st June 2013. • Overall ratings inputted via Schools SAP Portal by 30 September. • Increment paid in October each year and backdated to June.

19. Moderation process • No set number of ratings (known as forced distribution) however it is expected that: • Only 2.5% - 5% of employees will achieve an Exceed rating • 90% of employees will achieve a Met rating • Each school will have their own moderation process of ratings distributions. • Schools will be responsible for managing the budgets required for increases. • Overall distribution ratings across HCC will be reviewed and monitored annually.

20. Training & Support • Training sessions will be arranged for the Spring Term. • Policy and Guidance for schools developed and available from the Grid

21. Frequently Asked Questions (FAQ’s) National Pay Awards • Nationally agreed pay awards will remain. If delayed will be back dated and any increments/payment will be automatically increased. New starters • The automatic increment currently paid 6 months after start date will cease. Employees will need 6 months in role by end of the academic / PMDS cycle to be eligible for a PRI. If less than 6 months in role they will have to wait until the next performance review.

22. Frequently Asked Questions (FAQ’s) Payments for Exceeds • Non consolidated payment is a one off lump sum – have to re earn each year. Payment percentage based on salary prior to any incremental award. Appeals • There will be no right of appeal against outcome rating.

23. Objectives • An overview of how the Performance Related Increments (PRI) process will operate. • How Performance Related Increments will be linked to performance management. • How HCC’s Performance Management Development Scheme (PMDS) works and how schools can use to manage Performance Related Increments. • Opportunity to input into the Performance Related Increments timetable within schools. • Opportunity for Questions and Answers

24. THANK YOU FOR LISTENING Questions and Answers Short survey for feedback on annual dates for Performance Management, whether you wish to adopt HCC PMDS and what training and support you may find beneficial.