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Challenge all unfair PDS decisions

DWP/MB/07/08

Challenge unfair decisions

Always raise your concerns with your line manager informally first. This should be done without delay as the 15 working day time limit to use the formal grievance procedures starts from when the disputed decision was given or event occurred. You have the right to use the DWP grievance procedures when you have reasonable grounds for any concern, problem or complaint about the application of PDS procedures in your personal case.

Decisions must be fair

The performance and development system (PDS) policy, paragraph 7, promises:

  • You will be treated in accordance with the principles of natural justice and in line with our diversity policy; that is reasonably, fairly and without bias.
  • Your relative performance will be accurately reflected and decisions will be properly explained.

Procedures must be fair

The application of the PDS procedures must be fair, reasonable and transparent. The grievance procedures can be used to obtain redress when, for example, you:

  • Disagree with objectives that have been set.
  • Have not received feedback during the reporting year to enable you to improve.
  • Are dissatisfied with the content of your performance plan.
  • Believe you have not been fairly compared to others.
  • Believe your performance level is not justified by evidence of your performance compared with agreed descriptions of performance levels (policy para 15)
  • Believe the distribution levels have been wrongly used as a requirement giving a decision not justified by your evidence and the performance level descriptions.
  • Believe you have been discriminated against because of your hours of work or on grounds of sex, race, age, disability etc.

Use your rights

Your PDS report may be used for job selection purposes, redundancy selection and will be used for pay bonus purposes. Contact your local PCS rep for advice, support and representation when you have a PDS problem. Circular DWP/MB/010/08 provides guidance on your grievance and trade union rights 2008.

A successful grievance outcome against your performance level will not cause the performance level of others to be revised. The distribution percentages do not apply to changes made under the grievance procedures.

  • Your grievance should be submitted in writing within 15 working days of the disputed decision or event.
  • A brief outline of your grievance must always be provided and further details/evidence may be provided later.
  • You have nothing to lose and everything to gain. Appeal all unfair decisions.