JPA Hits Back

[Major Geek]

Just reading about the introduction of JPA Appraisals, did you know this:

....all personnel should be aware that the award of an Overall Performance Grade (OPG) of D (performance that is below the standard expected in most, or all, respects) in a JPA Appraisal triggers a separate JPA process whereby the Subject’s next pay increment is automatically suspended.

 

[Bluntend]

Is that legal?

 

[Crystal_Tips]

I have been surpisingly un-bothered by JPA but I can't see how this is fair. A paper could make a story worthy of page 6, maybe even page 5 out of this one ::/:

 

[PeanutPhil]

How can it not be fair. If you are so crap at your job that you get an overall performance grade of D you deserve a pay cut not a pay freeze!!

 

[tommo9999]

How can it not be fair. If you are so crap at your job that you get an overall performance grade of D you deserve a pay cut not a pay freeze!!

Couldn't agree more. If you are rubbish, you don't get the next increment. For too long we've been paying everyone the same way without any real quality check. Bring it on.

 

[Rectifier]

Good comment and I agree but has anyone ever seen such a bad performance grade? I've done many many 6000's and never had to give one that bad.

 

[tommo9999]

Now may be the time for every manager to truly assess their personnel. No more "Just give him a Rec to keep him sweet" rubbish. If he isn't up to the job, hit him where it hurts, in the pocket.

 

[Shinyscot]

This has always went on - with the F6000 if you get an overall performance in post score of 1, you get the Staish as 3rd RO, and no anuual incremental progression. If you are really that $hit, then why should you be paid more?

 

[Soon To Leave]

This assumes that the appraisal is accurate of course.

I can't see how a person can be financially penalised without some form of appeal and arbitration process.

The 1st RO could use the threat of no increment as a form of bullying or in pursuit of sexual favours for instance.

Anyone who isn't up to the job should be offered retraining or be kicked out.

In some cases it is the quality of supervision/management that is to blame for poor performance of a subordinate. Maybe they should be punished to the same or higher extent.

:raf:

 

[shiny_arse]

Full Circle Again

Full Circle Again

The exact same arguments were being circulated when the 6000 replaced the old 6442, especially when Pay 2000 eventually got up and running and people started to pay closer attention to their pay rather than the old percentage increase each year.

To be honest, has anyone actually heard of someone having their increment barred because he/she is a total biff and spends more time on jankers than at work.

 

[tommo9999]

Anyone who isn't up to the job should be offered retraining or be kicked out.

:raf:

That happens now - Pers who are unsuitable/unable to do their job (And subject to recommendation) can attend the Trade Reselection Centre to try and remuster.

 

[Boarderlyne]

In 15 years in the mob, I have only ever see one and I mean one report where the Overall Performance in Grade meant a visit to the Staish. There are not handed out lightly and I do agree that they should be linked to the increment. If you can't even show your boss that you are trying hard, then you deserve to lose money.

 

[woollymouse]

Just reading about the introduction of JPA Appraisals, did you know this:

....all personnel should be aware that the award of an Overall Performance Grade (OPG) of D (performance that is below the standard expected in most, or all, respects) in a JPA Appraisal triggers a separate JPA process whereby the Subject’s next pay increment is automatically suspended.

No different to the current F6000 system where an overall performance of 1 stops the pay increment. Are you in that category Geek?

 

[woollymouse]

Good comment and I agree but has anyone ever seen such a bad performance grade? I've done many many 6000's and never had to give one that bad.

I've seen several, I was a Stn F6000 Clk however, no none of them were mine.

 

[woollymouse]

This assumes that the appraisal is accurate of course.

I can't see how a person can be financially penalised without some form of appeal and arbitration process.

The 1st RO could use the threat of no increment as a form of bullying or in pursuit of sexual favours for instance.

Anyone who isn't up to the job should be offered retraining or be kicked out.

In some cases it is the quality of supervision/management that is to blame for poor performance of a subordinate. Maybe they should be punished to the same or higher extent.

:raf:

Believe me there are people out there who are that bad and who refuse to take the walk, the Air Force is an Equal Opportunities employer and as such can not kick out someone who has trained to do the job, but who is unable or unwilling to make the minimum effort.

Those F6000's I've seen that have been overall 1 have not been innaccurate the guy's have genuinely bad at the task they were trained to do.

 

[Major Geek]

No different to the current F6000 system where an overall performance of 1 stops the pay increment. Are you in that category Geek?

Cheeky git. I am one of Her Majesty's finest SNCOs.

Top comment by Soon To Leave

" Anyone who isn't up to the job should be offered retraining or be kicked out.

In some cases it is the quality of supervision/management that is to blame for poor performance of a subordinate. Maybe they should be punished to the same or higher extent."

 

[Crystal_Tips]

It's a great policy hardly practised as most assessors don't want the hassle of creating this situation. Most know the sh*t workers on your sections and you either ignore them or shield them to get through the day on the hope they'll PVR or be posted soon. This is a reporting chain problem that needs to be addressed. If I'm wrong how come there aren't more people given these low grades?

What we need is confrontation and the return of the CPL to what it was 20 years ago to take some of the heat off the snec!!

 

[wokkas]

The exact same arguments were being circulated when the 6000 replaced the old 6442, especially when Pay 2000 eventually got up and running and people started to pay closer attention to their pay rather than the old percentage increase each year.

To be honest, has anyone actually heard of someone having their increment barred because he/she is a total biff and spends more time on jankers than at work.

yes i have, there was a JT on my sqn who was stuck at level 7 and couldn't move up to level 8 due to the fact he didn't get recommended on his 6000. to be fair he was a bit of a pratt and never listened to advice from his 6 month interim that said if he didn't start doing his job and bitching about everyone else, turn up on time and basically be part of the team, then he wasn't gonna get his pay rise.... low and behold that's exactly what happened. he got held back for a year and bitched and moaned about it like you wouldn't believe.

 

[exerk]

It's a great policy hardly practised as most assessors don't want the hassle of creating this situation. Most know the sh*t workers on your sections and you either ignore them or shield them to get through the day on the hope they'll PVR or be posted soon. This is a reporting chain problem that needs to be addressed. If I'm wrong how come there aren't more people given these low grades?

What we need is confrontation and the return of the CPL to what it was 20 years ago to take some of the heat off the snec!!

I don't know how much things have changed but I seem to remember that the effort required to get someone admin discharged was such a pain in the @rse that it rarely happened, trying to find a zob to support it wasn't easy either.

 

[Tashy_Man]

Most know the sh*t workers on your sections and you either ignore them or shield them to get through the day on the hope they'll PVR or be posted soon.

The problem is that it's this type of person that will make it. All the "good" workers who should be getting the good assesments (and most are getting the same as crap ones) are PVRing because they see no future....it happened recently, an SAC (T) PVR'd the same day he was offered his tapes (after being in approx 5 years !!!) It took me 5 frigging years to get my fitters course !!!

Also recently we had a J/T who was one of the best workers on the sqn, was timex after 9 years and in his last week of work they offered him his tapes.....he now has a nice £40,000 job and the RAF has yet again lost out.

What we need is confrontation and the return of the CPL to what it was 20 years ago to take some of the heat off the snec!![/quote]

Nice thought but it will never happen....I still remember how a cpl used to be respected now we are treated as about equal to an sac.......

Crack on this time next year, i'll have finished from this crock o sh1t DT_Xtremez_09: