Question to the Ministry of Housing, Communities and Local Government:

To ask the Secretary of State for Communities and Local Government, how many officials in his Department of each (a) gender, (b) ethnicity and (c) age received the Civil Service Employment Policy Performance Management System's (i) exceeded, (ii) met and (iii) must improve performance mark in 2013-14.

The Department recognises the three performance assessment ratings as ‘Exceptional’, ‘Good’ and ‘Development Needed’. Outcomes for the 2013/14 performance year against each of the defined categories are set out in the attached tables. Bonus payments are not linked to outcomes of the annual performance management system.

A more detailed analysis of the performance outcomes is being undertaken to understand other factors that impact performance management outcomes, including proportionality of protected groups by grade.

The Department actively monitors the outcomes of the annual performance management ratings against protected groups. Engagement with staff networks, including the Black and Minority Ethnic and Disability networks, is ongoing, to share proposals on addressing any issues.

A reasonable adjustments service, which has recently been subject to a review, is provided to allow staff to ensure that a person with a disability is not put at a substantial disadvantage compared to non-disabled persons generally, who work under the same conditions.

Individuals who are rated as ‘Development Needed’ and are considered to require additional support to improve their performance, are actively supported by their line manager. There are a number of tools available to including formal coaching and mentoring, learning interventions, closer supervision, or the design of a Performance Improvement Plan.