The most important thing to say about the pilot/trial in VOA is the absence of any performance marking - if this is adopted in full and (dare we say) implemented in HMRC in the future, it will be great news for all of our people - managers and staff alike. Bureaucracy will be drastically reduced and the controversial validation process will be replaced my in-year assessment that should address and hopefully turn around any performance issues.
Overview of the process.
Each month everyone will complete a short performance self-assessment and meet to discuss with line manager. This is the Performance Achievement Conversation (PAC). There is a standardised template that highlights achievements, progress, difficulties and a forward look - the jobholder should take no longer than 30 minutes to complete the template. The template must reach the LM one day before the PAC takes place so the LM can review it.
The PAC will focus on performance and development, what has gone well and where the job holder can develop. The key achievements and areas of difficulty should be discussed. The meetings should last between 30 to 60 minutes. These discussions shouldnt focus on volumetrics, or KPIs; it should assess overall performance and behaviours and identify learning and development needs. Line managers should also discuss employee wellbeing and ensure support is given where needed. These meetings can also be used to review objectives if applicable, as priorities can change throughout the year.
Performance Achievement Conversations should ideally be face to face but this may not always be possible. As a guide, line managers should adopt the following principles:
The monthly conversations should enable managers to provide help and support when needed and to recognise good performance.
RCTU members feedback.
The RCTU will reserve further comment until the new process has gone through a post-implementation review. We continue to seek member feedback and report in this forum.