The Reigate and Banstead Experience

Michelle Biggs - Employment Relations ConsultantOn behalf of Mari Roberts-Wood

Reigate and Banstead

Reigate and Banstead

Three grade appraisal schemeo Outstanding – 1 increment plus 2.5% n.c.

bonuso Good – 1 incremento Not Achieving Required Standard – no

progression

o 5% - NARS, 65% - G, 30% - O

Reigate and Banstead

2009o Drive standards and performanceo Recognise those who are adding value

o Introduced a four grade appraisal scheme

o Cost of Living is dealt with separately

Reigate and Banstead

A – Outstanding – 1 increment plus 2.5% bonus

B – Very Good – 1 increment (Consistently High Performer)

C – Good – nothing

D – NARS – nothing – performance management

Reigate and Banstead

Challengeso Union (and Staff) understanding

Not about setting quota’s

o Distinguish between Good & Very Goodo Getting Language of gradings right

A, B, C, D felt like school

o Consistency across managerso Communications

Reigate and Banstead

Culture changeo Takes timeo Reinforce messageso Be ‘O.K.’ with ‘historic’ comments

Reigate and Banstead

Wish they’d implemented new appraisal scheme at time of implementing new pay scales

Last round was first round where the organisation seemed to have ‘got it’.

Reigate and Banstead

Next stepso Visioning –

What is the Council’s purpose? What are we good at? What are our principles? What behaviours align to this?

Each team across the organisation is being asked to contribute.

Reigate and Banstead

Any questions?

Mari Roberts-Wood is happy to talk to anyone about their experience.o Mari.Roberts-Wood@reigate-banstead.go

v.uk