Whilst NACO welcomes consistency across performance ratings, a number of members have raised concerns about the imposition of a distribution curve (shown below) which must be followed for peer groups of 30 colleagues or more.
Advice has been given by the business that a 'sensible' distribution should apply and that there is flexibility for managers not to be required to force-up and force-down colleagues in order to meet the curve exactly.
Appeals - NACO Support
Nonetheless, with a forced distribution curve there is potential for colleagues to be issued with a performance rating that does not correspond to work undertaken and objectives achieved.
Members should be aware that calibrated performance ratings are very likely to be used as a determining factor for selection for redundancy in all upcoming TOM restructures.
Any members that feel their outcome is not representative of their performance should contact NACO and consider appealing the decision. This can be done informally with your line manager by seeking further information on how the rating was arrived at, or by submitting a formal grievance with NACO support.
If you would like to speak with a NACO Official regarding this, or any other workplace issue, please contact the NACO National Office