FCDO staff outline their opposition to performance-related pay

The FCDO has announced that all future pay awards will now be tied to the unpopular and discredited system, starting with the performance ratings from 2024–2025, a change introduced without proper consultation. We argue that this retrospective application is unfair, as staff were unaware that their performance ratings would affect future pay.

PCS is running an indicative ballot on the issue until 29 August and urging all our FCDO members to vote on the introduction of the system which risks discrimination. This vote will not authorise industrial action, but it is designed to test the strength of feeling against performance pay and members’ willingness, in principle, to take action if management doesn’t address our concerns.

What members think

Members have been sharing what they think of performance-related pay.

One rep said: “Linking annual salary to performance gives too much power to line managers. It can encourage favouritism and can discourage employees from speaking up or challenging decisions, especially if they feel that their pay progression depends entirely on pleasing their manager.”

Another rep said: “We have asked HR what evidence they have used to make the claim that performance pay ‘incentivises delivery’. They told us that it worked when it was used in FCDO senior civil service in the recent past. Our members have pointed out that in their experience, it doesn't incentivise delivery but does incentivise spending lots of time making sure you get a bonus. Which seems to be playing out with people now asking how to contest their box marking.”

Concerns about favouritism were also expressed by another rep: “Our members have raised the concern that performance pay often favours those who prioritise their own upward mobility and organisational profile – rather than those who perhaps more explicitly focus on delivery and impact in their role. We also have reasons to think particular sections of the workforce (including secondees) are particularly likely to be adversely affected.”

FCDO member? Tell management what you think of performance-related pay by voting in our indicative ballot.