Competition and Markets Authority: Staff
(asked on 10th March 2021) - View Source
Question to the Department for Business, Energy and Industrial Strategy:
To ask the Secretary of State for Business, Energy and Industrial Strategy, if he will place copies of the CMA’s internal reports (a) BAME Performance Ratings Review and (b) Equality Reporting Principles in the Library; and what assessment he has made of the reason for the Senior Civil Service performance management outcomes for BAME staff over the age of 55, and those under the age of 24 and female staff working for the Competition and Markets Authority in the 2019-20 performance year.
The CMA follows the guidance set out by Civil Service HR for the performance management of Senior Civil Servants (SCS).
It comprises individual performance planning and assessment together with personal development. The performance of job holders is assessed by taking account of both ‘what’ they have achieved, and ‘how’ they have achieved it. In the 2019 – 2020 performance year, the CMA had no SCS BAME staff over the age of 55, or under the age of 24. The data relating to the distribution of ratings for male and female members of the SCS is summarised below.
| Male | Female |
CMA SCS profile | 56.6% | 43.4% |
Performance management outcomes | ||
Top | 71.1% | 28.9% |
Achieved | 50.7% | 49.3% |
Low | 66.7% | 33.3% |
Not required (due to insufficient time in post) | 20.0% | 80.0% |
The BAME Performance Ratings Review was produced to allow a deeper analysis of the reasons and/or factors which could influence the distribution of performance ratings amongst BAME non-SCS staff. This work supports the CMA’s commitment to fully embed a diverse and inclusive culture within the CMA as detailed within the Equality, Diversity and Inclusion Strategy 2020 – 2024, and reinforces the work of the Race Action Plan 2020 – 2021. The Equality Reporting Principles set out the principles used for reporting performance rating distribution and CMA Staff Recognition Scheme outcomes for the purposes of the 2020 – 2021 non-SCS pay negotiation process. The CMA does not publish these documents externally as they were produced for internal purposes.
It is recognised that there are differences in SCS performance management outcomes for men and women. As detailed within the 2019 – 2020 Gender Pay Gap Report the CMA has already made progress in reducing its gender pay gap through a range of initiatives, and this continues to be an area of focus for the CMA.