PCS has consistently opposed the link between performance, appraisal and pay that the Government inisists on in its pay remit process which governs civil service pay and the similar systems that operate in the commercial sector.
Nonetheless, the union recognises that work satisfaction, personal development and promotion opportunities are dependent on managers’ being aware of the workload, competencies and potential of their staff.
PCS is asking the government and other employers to develop systems that allow managers and workers to assess these factors so that each individual is able to gain maximum job satisfaction, achieve his or her potential and contribute towards the organisation’s success.
There is a lot of evidence that performance related pay is not a significant motivating factor for most public service workers and PCS rejects the need to link performance assessment with pay.
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