Question

To ask the Secretary of State for Business, Innovation and Skills, how many officials in his Department completed the Civil Service Employment Policy Performance Management System in 2013-14; how many and what proportion of those officials received the (a) exceeded, (b) met and (c) must improve performance mark; and how many and what proportion (i) did and (ii) did not qualify for a bonus under that process.

In common with other Government Departments, BIS uses three performance management categories, but uses the titles Category 1, Category 2, and Category 3. Category 1 encompasses our high performers, while Category 3 has been expanded, in comparison to other Departments, to place more emphasis on identifying those who have greater learning or development needs to enable them to be provided with more focused development opportunities and support, as well as including poor performers.

It was anticipated that 20 – 25% of BIS staff would fall into the third category during the 2013-14 reporting year.

The following table provides the number of individuals that were awarded each of these category ratings for the 2013-14 performance year, and the individuals that qualified for the performance award as a result of this.

Performance awards at BIS are non-consolidated and non-pensionable. They are used to drive high performance, have to be earned each year against pre-determined objectives and do not add to future pay bills. The payments are entirely related to staff performance, and so were awarded to individuals that had received a Category 1 performance rating following the end of year performance appraisals for 2013-14.