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PDS abolition - PCS makes a difference

DWP/MB/055/08

End of PDS

The proposals to abolish the Performance and Development System (PDS) are a victory for all PCS members. The abolition of both relative assessment and the application of distribution levels, whether fixed or guided, provides the opportunity for DWP to negotiate a fair and reasonable appraisal system with the Departmental Trade Union Side (DTUS).

MAD for 2009?

“Making a Difference” (MAD) is a major aspect of the proposed changes which may be introduced from 1 April 2009. DWP wants line managers to “give positive feedback on good performance throughout the year.” The proposed three performance levels would be:

  • Exceptional performers
  • Making a Difference
  • Unsatisfactory performers

The current proposals from DWP correctly recognise that there should only be “very small numbers” in the third performance level for unsatisfactory performers. However, any system which fairly assesses and recognises the achievement of work objectives and competencies must accept that everyone must have an equal opportunity to achieve a top marking.

PCS design principles

The PCS design principles for any revised appraisal/performance management system include:

  • Equality of opportunity
  • Everyone should be awarded the performance level which they have achieved
  • Transparency of decision making
  • Fair, reasonable, justified decisions
  • Supportive rather than oppressive procedures
  • Standard setting at the start of the appraisal year
  • Right of appeal under the grievance procedures
  • Consultation with the DTUS with the aim of reaching agreement.

Views and consultation

Members may send their views on DWP proposals directly to PCS using a dedicated e-mail address: End of PDS. Our key objective remains to achieve an appraisal system in which everyone is awarded the performance level which they have achieved.