TrueBlueTerrier wrote:All points agreed Linkinpark totally. Baldrick brings up a good point. Management will try to use the Above average, average and below average system to assess people and that is exactly the same as brining in a quota system which operates in POL.
What, it should do, if it ever comes in, is score you against an agreed target system so that you are scored as an individual and not compared against the postie on the next frame.
Scores could be based on such things as redirection failures, mis-deliveries complained about, letters from customers, appearance of uniform etc.
What it should never be based on is anything not directly involving RM and certainly Union Activities should not be included. Also how much Overtime paid or unpaid, whether you use a car or not, should also never be used in an appraisal system.
However, even though I list things that RM could include I am in no way in favour of it and I would fight as hard as I could against any proposal to bring it in to the bitter end. However, the Union should be thinking about what they might accept as we all know when RM do make a sustained effort to bring it in, they will offer somewhere between £400 - £1,000 to sweet talk the short sighted voters. BTW I don't mind people voting for an agreement, even if I am against it, as long as they vote for long term reasons not short terms one off gains like the bungs they keep throwing at us.
Sorry to sound like a doomonger but I'd be inclined to be very suspicious of such a proposal .I'd log everything as RM would stonewall / deny everything to wriggle out of it , if you took things outside the PO .
With another service union we had form 1 charges and form 2 punishments , basically military style , the form 1's had to stand up in a Tribunal as someone bang to rights .
The Union agreed to a Poor Performance Scheme which COULD be vaguely/broadly similar , the only due recourse you had over the stages was a victimization appeal against a manager and the union in ONLY on stage 3 , but you had all this PP for another manager . In a nutshell, it was a way to get people out through the back door , you could have vague stuff ( quell surprise ) , extenuating circumstances , flawed stuff , basically throwing enough s**t at the wall in hope that something might stick .
I realize appraisals are the norm in the corporate world but RM would only do it in a badly handled very negative way , RM would
TRY to make it look superficially straight with this career development BS . .
If you were genuinely being victimized and getting pulled up on petty complaints by the public etc , it'd put the Union in a difficult situation as you'd be saying look at those useless lazy c**ts getting away with murder etc which makes you a grass and it's exactly what RM would want .
TBT is right , who are these managers doing these appraisals trying to impress ?
It is a Leighton brainchild , many of his Area Managers are on fixed term contracts subject to appraisal and that's where the pressure is coming from , that's how he works fear , uncertainty and doubt and yes there would be a union bashing agenda only it would all be
deliberately worded in a vague / ambiguous /obscure way .
Hostility to management was a poor performance charge for one guy trying to do a rep's job on his own was one . They put 10 on poor performance for taking a brew when they were all straight up on their work , that was a smart a*** ambitious graduate's idea !, all to soften people up and knock the stuffing out of them for privatization .
Don't take notice of me , as I'm just a fanatic but at least I can spell the word .
MURDERERS. Need to dispose of a body? Simply parcel it up and post it to yourself via DHL. You will never see it again.
