Performance management

[workiskillingme]

Hi there
Name changed for this as I'm a little stunned and tbf embarrassed/mortified

So I work in the nhs and in a job with my own caseload as a band 6. I've been in this role since 2014 where I started as full time . I had my third child and then thought with the difference in pay and tax etc and childcare it would be better going part time and as it's a demanding job I assumed would give me a better work life balance. Fast forward to the last few years. Obviously covid has caused chaos as it has everywhere however we have also gone through a few rounds of recommissioning and streamlining our services hence losing many of our staff. We have not been fully staffed for many years- at present and the past couple of years at least we've been understaffed by about 50%. Still the work needs doing so has been dished out between us. Thing is on my hours I'm be given more work than I can handle and have struggled to prioritise what needs to be done as the expectation basically is that everything is done.
Now I've spoken to my manager several times. I'm also a union rep and have raised this with staffside. The only response we seem to get it 'well more staff are starting soon' (this has happened in the past so we get up to staff and others leave leaving us back to square one) and things like well all trusts are in the same boat- great still doesn't help me with my workload and missing stuff. The trust due to this lack of staffing is on the risk register for not being able to deliver the service safely.

Fast forward to today- I've been off for two weeks annual leave. I logged onto my emails to check my diary for tomorrow and see an email from my manager summoning me to in informal meeting raising concerns about my performance. I met with my manager a couple of weeks back before AL and nothing was mentioned so I'm a bit grieved if I'm honest.
Anyway sorry it's so long thanks for bearing with me just wondering if anyone has any advice or has been here and how it turned out? I don't particularly enjoy my job at the moment due to the pressure however I obviously rely on it for my income and identity
Thank you

The cynic in me says they want to manage you out because you've not put up and shut up.

Start job hunting and gird your loins.

It has crossed my mind tbh

Take the opportunity to agree a work level that is feasible within the hours you have.

I might accept that it has been difficult to get it all done and be very, very clear that it is not a performance issue, it is a management / workload issue and refer to the specific dates you already raised this (hopefully you can locate those).

If the unrelenting pressure of management piling on too much work and ignoring your concerns about it was to leave you with a stress-related illness, they’d be on a very sticky wicket, given you can document the times you’ve raised concerns. They could potentially be on the hook for a tribunal and a payout.

Just saying 😉

You are naughty 😉but I like you 🙈

OP, I have experience of performance management as a manager. Where I have concerns about the standard of work and/or the person is overwhelmed, the first thing I do is reduce the workload below what would be expected just to give breathing space and let the person catch up with themselves and get up to standard. So I say, if it's an issue with getting it all done, ask what the benchmark would be assuming a full complement of staff and taking into account that you are part time. Then you need the opportunity to work within that benchmark. This assumes they will play fair with describing the volume of work you should handle.

Also agree with a PP that you should come to the meeting with a record of how you have raised concerns in the past - demonstrate that it's not a performance issue - it's a staffing issue.

And I reckon it will just be easier for you to move on if you can. You'll be a lot happier! Performance Management is grim.

Performance management is a formal process. You are entitled to union representation and they cannot start action against a union official without notifying the union. So in your shoes I would be in there with a union rep going through the many times that you and your colleagues have raised the matter of understaffing and workloads, and vigorously fighting their interpretation of under-performance. I'd probably throw in bullying of a union rep whilst I am at it.

The letter I had said an 'informal' meeting. Am I allowed union representation? Ironic really as I am a union rep who has been raising concerns about unsafe staffing since two years ago

As mentioned performance management is a formal process. If they've asked you for an informal meeting they could be starting to set the wheels in motion. You may be given an informal performance improvement plan. Ultimately you need to document everything - every request from them and concern from you. If it comes down to the wire and you can prove that their expectations are unrealistic then they can't manage you out without you having a case for constructive dismissal. BUT...bear in mind that the process can be stressful and your mental health is the most important thing. If you feel that you're not happy anyway then maybe it's best to cut your losses. Don't wait to be pushed, start looking.

My concerns are at any given opportunity my manager has not raised concerns about my performance
We met as I said a few weeks back face to face in a one to one environment .nothing was raised then. My appraisals nothing has been raised then. Only me saying I felt overwhelmed with my workload

The minute they even think about taking action against a union rep is the minute you call the union. What is "allowed" and what you do don't have to be the same thing, but I would interpret "informal" as "trying to get away with it". There is either an issue with your work performance or there isn't. And there is either an issue about understaffing and overloaded work or there isn't. I would not be discussing one without the other, and if they won't play ball it would be "I'll see you in the grievance" from me.

If I apply elsewhere will they find out about the performance management? Do I have to tell them?

God, no!

😉

You can’t make personal injury claims like that to a employment tribunal. Stress claims are difficult to make and need an actual injury. As they are trying to performance manage you, it’s probably not best to go on such unless you are sick.

You raised concerns.
This triggered "concern" about your performance.
Beware.

www.chroniclelive.co.uk/news/north-east-news/nhs-nurse-tribunal-hartlepool-whistleblower-24219842.amp

I think I would be looking for a new job, I would have to have very compelling reasons to stay. If you're NHS band 6 you will be sought after elsewhere. Yes, there are staffing problems in many places in the NHS now, but not everywhere treats their staff like this when they are understaffed.

No you don't have to tell any prospective employers about performance issues. They won't find out through any official channels - references are perfunctory these days.

Do you have 121s? Any concerns should have been documented well before you get to this stage. There should be documented discussion with your manager with an action plan - for eg prioritising work which you have mentioned as a concern.

I'm also NHS with a caseload (and management responsibility) so I understand about the ever increasing workload. That is happening everywhere, so don't expect a new job to solve the problem of feeling overloaded. But some teams manage that without heaping blame on the individuals.

This is a very stupid strategy by the manager in an understaffed department, but I would have similar suspicions.

I would:

• bring evidence of you raising the issues of lack of staff and unreasonable workloads


• ask for an explanation as to why no issues with your performance has been raised until now and state that you would have expected this to be mentioned in your regular one to one meetings


• bring a union rep with you even if this is not a formal process at this stage.

Document everything and tell them you want everything in writing/email from their side as well.

It sounds like they have decided you are a ''trouble maker'' for raising concerns and they want to find ways to get rid of you rather than address the valid issues you raised. Very, very silly of them to do that especially if you are a union rep.

Realistically I would start looking for a new job but don't let them get away with this and it sounds like it will be a reasonable case for an employment tribunal/constructive dismissal case.

but I would interpret "informal" as "trying to get away with it".

Totally agree with this. The "informal" label is trying to do things formally but making sure you, a union rep no less, are walking in naive and unprepared.

I mean how stupid can you get (them not you!).

I wouldn't even be suspicious. As a union official myself, I have personal experience of it. 18 months ago I got a new manager who was very worried about the impact working had on my disability. So worried that she mentioned it every single time we talked, and repeatedly "suggested" that I take early retirement / voluntary redundancy. After six months of getting nowhere she announced she was making my team redundant (with no cause - never figured out what that was about, although I can guess, but we were externally funded so there was no cost attached to us). Oddly she had a job to redeploy everyone to. Except me.

Well I'm still here. So is my team. Guess who isn't?

Managers hate having union officers because they can't get away with things. And you wouldn't believe how ordinary union members let managers get away with stuff and never call in the union.

In the NHS performance management requires first an informal meeting. And if no improvement steps can then be made to performance manage which includes several steps along that process

Contact your area rep and ask them to come to the meeting.