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100800
registered interest false more like this
date less than 2014-10-23more like thismore than 2014-10-23
answering body
Department for Energy and Climate Change more like this
answering dept id 63 more like this
answering dept short name Energy and Climate Change more like this
answering dept sort name Energy and Climate Change more like this
hansard heading Performance Appraisal remove filter
house id 1 more like this
legislature
25259
pref label House of Commons more like this
question text To ask the Secretary of State for Energy and Climate Change, how many staff in his Department are responsible for mentoring staff on personal improvement plans. more like this
tabling member constituency North Durham more like this
tabling member printed
Mr Kevan Jones more like this
uin 211829 more like this
answer
answer
is ministerial correction false more like this
date of answer remove maximum value filtermore like thismore than 2014-10-29
answer text <p>All individuals on personal improvement plans are supported and coached by their line manager.</p> more like this
answering member constituency Hastings and Rye more like this
answering member printed Amber Rudd more like this
question first answered
less than 2014-10-29T14:35:01.9960709Zmore like thismore than 2014-10-29T14:35:01.9960709Z
answering member
3983
label Biography information for Amber Rudd more like this
tabling member
1438
label Biography information for Lord Beamish more like this
100827
registered interest false more like this
date less than 2014-10-23more like thismore than 2014-10-23
answering body
Department for Work and Pensions more like this
answering dept id 29 more like this
answering dept short name Work and Pensions more like this
answering dept sort name Work and Pensions more like this
hansard heading Performance Appraisal remove filter
house id 1 more like this
legislature
25259
pref label House of Commons more like this
question text To ask the Secretary of State for Work and Pensions, how many staff in his Department have more than one member of staff on personal improvement plans. more like this
tabling member constituency North Durham more like this
tabling member printed
Mr Kevan Jones more like this
uin 211826 more like this
answer
answer
is ministerial correction false more like this
date of answer remove maximum value filtermore like thismore than 2014-10-29
answer text <p>The Department does not centrally maintain fully comprehensive records of all employees who have been placed under performance improvement plans as many of these are dealt with informally.</p> more like this
answering member constituency Thornbury and Yate more like this
answering member printed Steve Webb more like this
grouped question UIN
211824 more like this
211825 more like this
question first answered
less than 2014-10-29T14:54:48.746005Zmore like thismore than 2014-10-29T14:54:48.746005Z
answering member
220
label Biography information for Steve Webb more like this
tabling member
1438
label Biography information for Lord Beamish more like this
100829
registered interest false more like this
date less than 2014-10-23more like thismore than 2014-10-23
answering body
Department for Work and Pensions more like this
answering dept id 29 more like this
answering dept short name Work and Pensions more like this
answering dept sort name Work and Pensions more like this
hansard heading Performance Appraisal remove filter
house id 1 more like this
legislature
25259
pref label House of Commons more like this
question text To ask the Secretary of State for Work and Pensions, how many staff in his Department (a) are on a personal improvement plan, (b) have been on a personal improvement plan for over one year and (c) have been on a personal improvement plan for more than two consecutive years; and what the grades are or were of such staff. more like this
tabling member constituency North Durham more like this
tabling member printed
Mr Kevan Jones more like this
uin 211824 more like this
answer
answer
is ministerial correction false more like this
date of answer remove maximum value filtermore like thismore than 2014-10-29
answer text <p>The Department does not centrally maintain fully comprehensive records of all employees who have been placed under performance improvement plans as many of these are dealt with informally.</p> more like this
answering member constituency Thornbury and Yate more like this
answering member printed Steve Webb more like this
grouped question UIN
211825 more like this
211826 more like this
question first answered
less than 2014-10-29T14:54:48.5897029Zmore like thismore than 2014-10-29T14:54:48.5897029Z
answering member
220
label Biography information for Steve Webb more like this
tabling member
1438
label Biography information for Lord Beamish more like this
100830
registered interest false more like this
date less than 2014-10-23more like thismore than 2014-10-23
answering body
Department for Work and Pensions more like this
answering dept id 29 more like this
answering dept short name Work and Pensions more like this
answering dept sort name Work and Pensions more like this
hansard heading Performance Appraisal remove filter
house id 1 more like this
legislature
25259
pref label House of Commons more like this
question text To ask the Secretary of State for Work and Pensions, how many staff in his Department are responsible for mentoring staff on personal improvement plans. more like this
tabling member constituency North Durham more like this
tabling member printed
Mr Kevan Jones more like this
uin 211825 more like this
answer
answer
is ministerial correction false more like this
date of answer remove maximum value filtermore like thismore than 2014-10-29
answer text <p>The Department does not centrally maintain fully comprehensive records of all employees who have been placed under performance improvement plans as many of these are dealt with informally.</p> more like this
answering member constituency Thornbury and Yate more like this
answering member printed Steve Webb more like this
grouped question UIN
211824 more like this
211826 more like this
question first answered
less than 2014-10-29T14:54:48.6678826Zmore like thismore than 2014-10-29T14:54:48.6678826Z
answering member
220
label Biography information for Steve Webb more like this
tabling member
1438
label Biography information for Lord Beamish more like this
92101
registered interest false more like this
date less than 2014-09-26more like thismore than 2014-09-26
answering body
Attorney General more like this
answering dept id 88 more like this
answering dept short name Attorney General more like this
answering dept sort name Attorney General more like this
hansard heading Performance Appraisal remove filter
house id 1 more like this
legislature
25259
pref label House of Commons more like this
question text To ask the Attorney General, how many officials in the Law Officers' Departments 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. more like this
tabling member constituency Wentworth and Dearne more like this
tabling member printed
John Healey more like this
uin 209473 more like this
answer
answer
is ministerial correction false more like this
date of answer less than 2014-10-14more like thismore than 2014-10-14
answer text <p>The following tables contain the information requested for officials in the Law Officers’ Departments who received a performance appraisal in the 2013-14 reporting year. Ethnicity data is based on confidential voluntary declarations and therefore only covers staff who have chosen to make such a declaration.</p><p> </p><p> </p><p> </p><p> </p><p> </p><table><tbody><tr><td colspan="4"><p><strong>Crown Prosecution Service <sup>1</sup></strong></p></td></tr><tr><td><p><strong>Gender</strong></p></td><td><p><strong>Exceeded</strong></p><p><strong> </strong></p></td><td><p><strong>Achieved</strong></p><p><strong>(Met)</strong></p></td><td><p><strong>Not Achieved</strong></p><p><strong>(Must Improve)</strong></p></td></tr><tr><td><p>Female</p></td><td><p>474</p></td><td><p>3225</p></td><td><p>57</p></td></tr><tr><td><p>Male</p></td><td><p>263</p></td><td><p>1675</p></td><td><p>37</p></td></tr><tr><td><p><strong>Ethnicity</strong></p></td><td><p><strong>Exceeded</strong></p></td><td><p><strong>Achieved</strong></p><p><strong>(Met)</strong></p></td><td><p><strong>Not Achieved</strong></p><p><strong>(Must Improve)</strong></p></td></tr><tr><td><p>BME</p></td><td><p>92</p></td><td><p>762</p></td><td><p>35</p></td></tr><tr><td><p>White</p></td><td><p>562</p></td><td><p>3513</p></td><td><p>47</p></td></tr></tbody></table><p> </p><p> </p><p> </p><table><tbody><tr><td><p><strong>Age</strong></p></td><td><p><strong>Exceeded</strong></p></td><td><p><strong>Achieved</strong></p><p><strong>(Met)</strong></p></td><td><p><strong>Not Achieved</strong></p><p><strong>(Must Improve)</strong></p></td></tr><tr><td><p><strong>16-19</strong></p></td><td><p>*</p></td><td><p>36</p></td><td><p>*</p></td></tr><tr><td><p><strong>20-29</strong></p></td><td><p>57</p></td><td><p>320</p></td><td><p>*</p></td></tr><tr><td><p><strong>30-39</strong></p></td><td><p>187</p></td><td><p>1162</p></td><td><p>15</p></td></tr><tr><td><p><strong>40-49</strong></p></td><td><p>302</p></td><td><p>1887</p></td><td><p>40</p></td></tr><tr><td><p><strong>50-59</strong></p></td><td><p>168</p></td><td><p>1275</p></td><td><p>33</p></td></tr><tr><td><p><strong>60-64</strong></p></td><td><p>17</p></td><td><p>171</p></td><td><p>*</p></td></tr><tr><td><p><strong>65+</strong></p></td><td><p>*</p></td><td><p>49</p></td><td><p>*</p></td></tr></tbody></table><p> </p><p><strong><sup>1.</sup></strong> <em>The source data has been extracted from the CPS e-PDR database using the base data report of 29/09/14. Consequent change to data input may mean that this data will change at some point in the future.</em></p><p> </p><p><em>* Staff</em><em> numbers which are less than five have been suppressed to preserve staff confidentiality.</em></p><p> </p><p><em> </em></p><p> </p><p> </p><p> </p><table><tbody><tr><td colspan="4"><p><strong>Treasury Solicitor’s Department <sup>1</sup></strong></p></td></tr><tr><td><p><strong>Gender</strong></p></td><td><p><strong>Exceeded</strong></p><p><strong> </strong></p></td><td><p><strong>Met</strong></p></td><td><p><strong>Must Improve</strong></p></td></tr><tr><td><p>Female</p></td><td><p>232</p></td><td><p>525</p></td><td><p>27</p></td></tr><tr><td><p>Male</p></td><td><p>120</p></td><td><p>337</p></td><td><p>28</p></td></tr><tr><td><p><strong>Ethnicity</strong></p></td><td><p><strong>Exceeded</strong></p></td><td><p><strong>Met</strong></p></td><td><p><strong>Must Improve</strong></p></td></tr><tr><td><p>Asian/Asian British</p></td><td><p>21</p></td><td><p>62</p></td><td><p>7</p></td></tr><tr><td><p>Black/African/Carib</p></td><td><p>18</p></td><td><p>64</p></td><td><p>*</p></td></tr><tr><td><p>Mixed/multiple ethnic</p></td><td><p>6</p></td><td><p>24</p></td><td><p>*</p></td></tr><tr><td><p>Other Ethnic</p></td><td><p>*</p></td><td><p>8</p></td><td><p>*</p></td></tr><tr><td><p>White</p></td><td><p>183</p></td><td><p>371</p></td><td><p>20</p></td></tr></tbody></table><p> </p><p> </p><p> </p><table><tbody><tr><td><p><strong>Age</strong></p></td><td><p><strong>Exceeded</strong></p></td><td><p><strong>Met</strong></p></td><td><p><strong>Must Improve</strong></p></td></tr><tr><td><p><strong>16-24</strong></p></td><td><p>*</p></td><td><p>*</p></td><td><p>*</p></td></tr><tr><td><p><strong>25-29</strong></p></td><td><p>30</p></td><td><p>37</p></td><td><p>*</p></td></tr><tr><td><p><strong>30-34</strong></p></td><td><p>79</p></td><td><p>125</p></td><td><p>5</p></td></tr><tr><td><p><strong>35-39</strong></p></td><td><p>64</p></td><td><p>159</p></td><td><p>5</p></td></tr><tr><td><p><strong>40-44</strong></p></td><td><p>65</p></td><td><p>143</p></td><td><p>*</p></td></tr><tr><td><p><strong>45-49</strong></p></td><td><p>36</p></td><td><p>105</p></td><td><p>12</p></td></tr><tr><td><p><strong>50-54</strong></p></td><td><p>35</p></td><td><p>104</p></td><td><p>7</p></td></tr><tr><td><p><strong>55-59</strong></p></td><td><p>13</p></td><td><p>46</p></td><td><p>8</p></td></tr><tr><td><p><strong>60-64</strong></p></td><td><p>7</p></td><td><p>19</p></td><td><p>5</p></td></tr><tr><td><p><strong>65+</strong></p></td><td><p>*</p></td><td><p>10</p></td><td><p>*</p></td></tr></tbody></table><p> </p><p><em><sup>1.</sup></em> <em>Tsol data also covers staff employed by the Attorney General’s Office and HMCPSI.</em></p><p> </p><p><em>* Staff</em><em> numbers which are less than five have been suppressed to preserve staff confidentiality.</em></p><p> </p><p> </p><p> </p><table><tbody><tr><td colspan="4"><p><strong>Serious Fraud Office<sup>1</sup></strong></p></td></tr><tr><td><p><strong>Gender</strong></p></td><td><p><strong>Outstanding</strong></p><p><strong>(Exceeded)</strong></p></td><td><p><strong>Effective</strong></p><p><strong>(Met)</strong></p></td><td><p><strong>Unsatisfactory</strong></p><p><strong>(Must Improve)</strong></p></td></tr><tr><td><p>Female</p></td><td><p>28</p></td><td><p>86</p></td><td><p>*</p></td></tr><tr><td><p>Male</p></td><td><p>37</p></td><td><p>116</p></td><td><p>*</p></td></tr><tr><td><p><strong>Ethnicity</strong></p></td><td><p><strong>Outstanding</strong></p><p><strong>(Exceeded)</strong></p></td><td><p><strong>Effective</strong></p><p><strong>(Met)</strong></p></td><td><p><strong>Unsatisfactory</strong></p><p><strong>(Must Improve)</strong></p></td></tr><tr><td><p>BME</p></td><td><p>9</p></td><td><p>47</p></td><td><p>*</p></td></tr><tr><td><p>White</p></td><td><p>44</p></td><td><p>108</p></td><td><p>*</p></td></tr></tbody></table><p> </p><p> </p><p> </p><table><tbody><tr><td><p><strong>Age</strong></p></td><td><p><strong>Outstanding</strong></p><p><strong>(Exceeded)</strong></p></td><td><p><strong>Effective</strong></p><p><strong>(Met)</strong></p></td><td><p><strong>Unsatisfactory</strong></p><p><strong>(Must Improve)</strong></p></td></tr><tr><td><p><strong>25 or under</strong></p></td><td><p>*</p></td><td><p>9</p></td><td><p>*</p></td></tr><tr><td><p><strong>26-35</strong></p></td><td><p>14</p></td><td><p>51</p></td><td><p>*</p></td></tr><tr><td><p><strong>36-45</strong></p></td><td><p>23</p></td><td><p>61</p></td><td><p>*</p></td></tr><tr><td><p><strong>46-55</strong></p></td><td><p>18</p></td><td><p>57</p></td><td><p>*</p></td></tr><tr><td><p><strong>56+</strong></p></td><td><p>8</p></td><td><p>24</p></td><td><p>*</p></td></tr></tbody></table><p> </p><p><em>* Staff</em><em> numbers which are less than five have been suppressed to preserve staff confidentiality.</em></p><p><strong><br> </strong></p>
answering member constituency South Swindon more like this
answering member printed Mr Robert Buckland more like this
question first answered
less than 2014-10-14T14:36:41.5448462Zmore like thismore than 2014-10-14T14:36:41.5448462Z
answering member
4106
label Biography information for Sir Robert Buckland more like this
tabling member
400
label Biography information for John Healey more like this
92103
registered interest false more like this
date less than 2014-09-26more like thismore than 2014-09-26
answering body
Attorney General more like this
answering dept id 88 more like this
answering dept short name Attorney General more like this
answering dept sort name Attorney General more like this
hansard heading Performance Appraisal remove filter
house id 1 more like this
legislature
25259
pref label House of Commons more like this
question text To ask the Attorney General, how many officials in the Law Officers' Departments 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. more like this
tabling member constituency Wentworth and Dearne more like this
tabling member printed
John Healey more like this
uin 209643 more like this
answer
answer
is ministerial correction false more like this
date of answer less than 2014-10-28more like thismore than 2014-10-28
answer text <p>The following tables contain information on performance marking and any performance awards for officials in the Law Officers’ Departments in the 2013-14 reporting year.</p><p> </p><p> </p><p> </p><p>All of the Law Officers’ departments have a non-consolidated performance award pot funded according to HM Treasury guidance. The amount is set as part of departmental pay remits agreed by the Attorney General.</p><p> </p><p> </p><p> </p><table><tbody><tr><td colspan="3"> </td></tr><tr><td colspan="3"><p> </p><p> </p><p><strong>Crown Prosecution Service</strong></p></td></tr><tr><td><p><strong>Rating</strong></p></td><td><p><strong>Headcount</strong></p></td><td><p><strong>%</strong></p></td></tr><tr><td><p><strong>Exceeded</strong></p></td><td><p>737</p></td><td><p>12.9%</p></td></tr><tr><td><p><strong>Achieved (Met)</strong></p></td><td><p>4900</p></td><td><p>85.5%</p></td></tr><tr><td><p><strong>Not Achieved </strong></p><p><strong>(Must Improve)</strong></p></td><td><p>94</p></td><td><p>1.6%</p></td></tr></tbody></table><p> </p><p><em>(1) Only 15 (0.3%) Crown Prosecution Service officials qualified for a performance bonus in 2013/14. These were Senior Civil Servant grades or equivalent and their performance bonus was managed in line with the Cabinet Office Performance Management arrangements for the Senior Civil Service. </em></p><p> </p><p><em>(2) Of those completing the CSEP Performance Management Process, 5716 officials (99.7%) did not qualify for a performance bonus.</em></p><p> </p><p><strong><em>(3) </em></strong><em>The source data has been extracted from the CPS e-PDR database using the base data report of 29/09/14. Consequent change to data input may mean that this data will change at some point in the future.</em></p><p> </p><p> </p><p> </p><table><tbody><tr><td colspan="3"><p><strong> </strong></p></td></tr><tr><td colspan="3"><p> </p><p><strong>Treasury Solicitor’s Department (TSol)*</strong></p></td></tr><tr><td><p><strong>Rating</strong></p></td><td><p><strong>Headcount</strong></p></td><td><p><strong>%</strong></p></td></tr><tr><td><p><strong>Exceeded</strong></p></td><td><p>352</p></td><td><p>27.7%</p></td></tr><tr><td><p><strong>Achieved (Met)</strong></p></td><td><p>862</p></td><td><p>67.9%</p></td></tr><tr><td><p><strong>Not Achieved </strong></p><p><strong>(Must Improve)</strong></p><p> </p><p> </p></td><td><p>55</p></td><td><p>4.3%</p></td></tr></tbody></table><p> </p><p><em>* TSol data also covers officials employed by the Attorney General’s Office and HM Crown Prosecution Service Inspectorate. This includes the DWP/DH team who merged with TSol on the 1<sup>st</sup> April 2014.</em></p><p> </p><p> </p><p> </p><p><strong>Awarded performance award in accordance with the TSol pay settlement*</strong></p><p> </p><table><tbody><tr><td> </td><td><p><strong>Received award</strong></p></td><td><p><strong>Did not receive award</strong></p></td></tr><tr><td><p><strong>TSol</strong></p></td><td><p>317</p></td><td><p>831</p></td></tr><tr><td><p><strong>Proportion </strong></p></td><td><p>27.6%</p></td><td><p>72.4%</p></td></tr></tbody></table><p> </p><p><em>* This data does not include the DWP/DH legal team. </em></p><p> </p><p> </p><p> </p><p><strong>Awarded performance award in accordance with reserved rights to the DWP/DH pay settlement*</strong></p><p> </p><table><tbody><tr><td><p><strong>Ex DWP/DH legal team</strong></p></td><td><p>117</p></td><td><p>4</p></td></tr><tr><td><p><strong>Proportion of team</strong></p></td><td><p>96.7%</p></td><td><p>3.3%</p></td></tr></tbody></table><p> </p><p><em>*The DWP/DH legal team operated under their previous appraisal policy in 2013-14. From 2014-15 these staff will be covered by the standard TSol performance system.</em></p><p> </p><p> </p><p> </p><p> </p><p> </p><table><tbody><tr><td colspan="3"><p><strong> </strong></p></td></tr><tr><td colspan="3"><p><br></p><p> </p><p><strong>Serious Fraud Office</strong></p></td></tr><tr><td><p><strong>Rating</strong></p></td><td><p><strong>Headcount</strong></p></td><td><p><strong>%</strong></p></td></tr><tr><td><p><strong>Outstanding (Exceeded)</strong></p></td><td><p>65</p></td><td><p>23.64%</p></td></tr><tr><td><p><strong>Effective (Met)</strong></p></td><td><p>202</p></td><td><p>73.45%</p></td></tr><tr><td><p><strong>Unsatisfactory (Must Improve)</strong></p></td><td><p>8</p></td><td><p>2.91%</p></td></tr></tbody></table><p> </p><p>(1) All staff rated as Outstanding or Effective qualified for a performance award. The amount available to the SFO for performance awards was split accordingly.</p><p> </p>
answering member constituency South Swindon more like this
answering member printed Mr Robert Buckland more like this
question first answered
less than 2014-10-28T14:52:15.7014881Zmore like thismore than 2014-10-28T14:52:15.7014881Z
answering member
4106
label Biography information for Sir Robert Buckland more like this
tabling member
400
label Biography information for John Healey more like this
92104
registered interest false more like this
date less than 2014-09-26more like thismore than 2014-09-26
answering body
Attorney General more like this
answering dept id 88 more like this
answering dept short name Attorney General more like this
answering dept sort name Attorney General more like this
hansard heading Performance Appraisal remove filter
house id 1 more like this
legislature
25259
pref label House of Commons more like this
question text To ask the Attorney General, how many officials in the Law Officers' Departments who received the (a) exceeded, (b) met and (c) must improve performance mark under the Civil Service Employment Policy Performance Management System (i) had a disability, (ii) worked full-time and (iii) worked part-time in 2013-14. more like this
tabling member constituency Wentworth and Dearne more like this
tabling member printed
John Healey more like this
uin 209621 more like this
answer
answer
is ministerial correction false more like this
date of answer less than 2014-10-14more like thismore than 2014-10-14
answer text <p>The following tables contain the information requested for officials in the Law Officers’ Departments who received a performance appraisal in the 2013-14 reporting year. Disability data is based on confidential voluntary declarations and therefore only covers staff who have chosen to make such a declaration.</p><p> </p><p> </p><p> </p><table><tbody><tr><td colspan="4"><p><strong>Crown Prosecution Service<sup>1</sup></strong></p></td></tr><tr><td><p><strong> </strong></p></td><td><p><strong>Exceeded</strong></p></td><td><p><strong>Achieved</strong></p><p><strong>(Met)</strong></p></td><td><p><strong>Not Achieved</strong></p><p><strong>(Must Improve)</strong></p></td></tr><tr><td><p><strong>Declared - Disabled</strong></p></td><td><p>34</p></td><td><p>311</p></td><td><p>13</p></td></tr><tr><td><p><strong>Full Time</strong></p></td><td><p>635</p></td><td><p>3601</p></td><td><p>74</p></td></tr><tr><td><p><strong>Part Time</strong></p></td><td><p>102</p></td><td><p>1299</p></td><td><p>20</p></td></tr></tbody></table><p> </p><p><strong><sup>1.</sup></strong> <em>The source data has been extracted from the CPS e-PDR database using the base data report of 29/09/14. Consequent change to data input may mean that this data will change at some point in the future.</em></p><p> </p><p><strong> </strong></p><p> </p><table><tbody><tr><td colspan="4"><p><strong>Treasury Solicitor’s Department<sup>1</sup></strong></p></td></tr><tr><td><p><strong> </strong></p></td><td><p><strong>Exceeded</strong></p></td><td><p><strong>Met</strong></p></td><td><p><strong>Must Improve</strong></p></td></tr><tr><td><p><strong>Declared - Disabled</strong></p></td><td><p>11</p></td><td><p>31</p></td><td><p>**</p></td></tr><tr><td><p><strong>Full Time</strong></p></td><td><p>286</p></td><td><p>658</p></td><td><p>47</p></td></tr><tr><td><p><strong>Part Time</strong></p></td><td><p>66</p></td><td><p>204</p></td><td><p>8</p></td></tr></tbody></table><p> </p><p><em><sup>1.</sup></em> <em>TSol data also covers staff employed by the Attorney General’s Office and HMCPSI.</em></p><p> </p><p><em>** Staff</em><em> numbers which are less than five have been suppressed to preserve staff confidentiality.</em></p><p> </p><p><em> </em></p><p> </p><table><tbody><tr><td colspan="4"><strong><br> </strong><p><strong>Serious Fraud Office</strong></p></td></tr><tr><td><p><strong> </strong></p></td><td><p><strong>Outstanding</strong></p><p><strong>(Exceeded)</strong></p></td><td><p><strong>Effective</strong></p><p><strong>(Met)</strong></p></td><td><p><strong>Unsatisfactory</strong></p><p><strong>(Must Improve)</strong></p></td></tr><tr><td><p><strong>Declared - Disabled</strong></p></td><td><p>*</p></td><td><p>11</p></td><td><p>*</p></td></tr><tr><td><p><strong>Full Time</strong></p></td><td><p>62</p></td><td><p>177</p></td><td><p>*</p></td></tr><tr><td><p><strong>Part Time</strong></p></td><td><p>*</p></td><td><p>25</p></td><td><p>*</p></td></tr></tbody></table><p> </p><p><em>* Staff</em><em> numbers which are less than five have been suppressed to preserve staff confidentiality.</em></p><p> </p>
answering member constituency South Swindon more like this
answering member printed Mr Robert Buckland more like this
question first answered
less than 2014-10-14T14:15:30.3560439Zmore like thismore than 2014-10-14T14:15:30.3560439Z
answering member
4106
label Biography information for Sir Robert Buckland more like this
tabling member
400
label Biography information for John Healey more like this
92110
registered interest false more like this
date less than 2014-09-26more like thismore than 2014-09-26
answering body
Department for Business, Innovation and Skills more like this
answering dept id 26 more like this
answering dept short name Business, Innovation and Skills more like this
answering dept sort name Business, Innovation and Skills more like this
hansard heading Performance Appraisal remove filter
house id 1 more like this
legislature
25259
pref label House of Commons more like this
question text To ask the Secretary of State for Business, Innovation and Skills, 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. more like this
tabling member constituency Wentworth and Dearne more like this
tabling member printed
John Healey more like this
uin 209472 more like this
answer
answer
is ministerial correction false more like this
date of answer less than 2014-10-14more like thismore than 2014-10-14
answer text <p>In common with other Government Departments, BIS has 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 and providing them with more focused development opportunities and support, as well as including poor performers.</p><p>It was anticipated that 20 – 25% of BIS staff would fall into the third category during the 2013-14 reporting year.</p><p>The following table shows the number of males and females that were awarded each performance rating during the 2013-14 performance management year.</p><table><tbody><tr><td><p>Number</p></td><td><p>Category 1</p></td><td><p>Category 2</p></td><td><p>Category 3</p></td><td><p>Total</p></td></tr><tr><td><p>Male</p></td><td><p>226</p></td><td><p>618</p></td><td><p>210</p></td><td><p>1054</p></td></tr><tr><td><p>Female</p></td><td><p>260</p></td><td><p>655</p></td><td><p>168</p></td><td><p>1083</p></td></tr></tbody></table><p> </p><p>The following table sets out the 2013/14 performance ratings awarded to employees who have declared their ethnicity, and those who have not make a declaration against this characteristic. In order to maintain anonymity, any data for any groups in which less than 5 individuals fall under one category has been suppressed. Analysis of the 2013/14 performance management outcomes is correct for those that have made a declaration, however, diversity declarations are voluntary and are currently low within BIS. Therefore, any attempt to consider these findings as being representative for the Department, as a whole, should be viewed with caution as we are not confident that the data is an accurate reflection for all staff with protected characteristics. This is especially the case when considering ethnicity, as less than 10% of staff have a recorded ethnicity declaration.</p><p> </p><table><tbody><tr><td><p>Number</p></td><td><p>Category 1</p></td><td><p>Category 2</p></td><td><p>Category 3</p></td><td><p>Total</p></td></tr><tr><td><p>White</p></td><td><p>64</p></td><td><p>131</p></td><td><p>36</p></td><td><p>231</p></td></tr><tr><td><p>BME</p></td><td><p>7</p></td><td><p>32</p></td><td><p>15</p></td><td><p>54</p></td></tr><tr><td><p>Undeclared</p></td><td><p>414</p></td><td><p>1107</p></td><td><p>327</p></td><td><p>1848</p></td></tr><tr><td><p>Prefer not to say</p></td><td><p>*</p></td><td><p>*</p></td><td><p>*</p></td><td><p>4</p></td></tr></tbody></table><p> </p><p>The following table provides the performance ratings awarded to each age group during the 2013/14 performance management year. In order to maintain anonymity, any data for groups in which less than 5 individuals fall under one category has been suppressed.</p><p> </p><table><tbody><tr><td><p>Number</p></td><td><p>Category 1</p></td><td><p>Category 2</p></td><td><p>Category 3</p></td><td><p>Total</p></td></tr><tr><td><p>20-24</p></td><td><p>*</p></td><td><p>*</p></td><td><p>*</p></td><td><p>23</p></td></tr><tr><td><p>25-29</p></td><td><p>65</p></td><td><p>90</p></td><td><p>8</p></td><td><p>163</p></td></tr><tr><td><p>30-34</p></td><td><p>83</p></td><td><p>155</p></td><td><p>23</p></td><td><p>261</p></td></tr><tr><td><p>35-39</p></td><td><p>63</p></td><td><p>167</p></td><td><p>45</p></td><td><p>275</p></td></tr><tr><td><p>40-44</p></td><td><p>61</p></td><td><p>165</p></td><td><p>54</p></td><td><p>280</p></td></tr><tr><td><p>45-49</p></td><td><p>92</p></td><td><p>249</p></td><td><p>83</p></td><td><p>424</p></td></tr><tr><td><p>50-54</p></td><td><p>64</p></td><td><p>210</p></td><td><p>69</p></td><td><p>343</p></td></tr><tr><td><p>55-59</p></td><td><p>38</p></td><td><p>144</p></td><td><p>58</p></td><td><p>240</p></td></tr><tr><td><p>60-64</p></td><td><p>11</p></td><td><p>63</p></td><td><p>26</p></td><td><p>100</p></td></tr><tr><td><p>65 &amp; over</p></td><td><p>*</p></td><td><p>*</p></td><td><p>*</p></td><td><p>26</p></td></tr><tr><td><p>Unspecified</p></td><td><p>*</p></td><td><p>*</p></td><td><p>*</p></td><td><p>2</p></td></tr></tbody></table><p> </p><p>The current BIS Equality, Diversity and Inclusion strategy aims to improve performance outcomes for minority groups, with particular focus on Black and Minority Ethnic staff, disabled staff and older workers. Various methods are being used to do this, such as mandatory unconscious bias training for managers, a new Reverse Mentoring programme to expose leaders to diversity within BIS and consistency checking and validation processes across directorates for performance ratings.</p>
answering member constituency East Dunbartonshire more like this
answering member printed Jo Swinson more like this
question first answered
less than 2014-10-14T12:50:03.2357998Zmore like thismore than 2014-10-14T12:50:03.2357998Z
answering member
1513
label Biography information for Jo Swinson more like this
tabling member
400
label Biography information for John Healey more like this
92111
registered interest false more like this
date less than 2014-09-26more like thismore than 2014-09-26
answering body
Department for Business, Innovation and Skills more like this
answering dept id 26 more like this
answering dept short name Business, Innovation and Skills more like this
answering dept sort name Business, Innovation and Skills more like this
hansard heading Performance Appraisal remove filter
house id 1 more like this
legislature
25259
pref label House of Commons more like this
question text To ask the Secretary of State for Business, Innovation and Skills, how many officials in his Department who received the (a) exceeded, (b) met and (c) must improve performance mark under the Civil Service Employment Policy Performance Management System (i) had a disability, (ii) worked full-time and (iii) worked part-time in 2013-14. more like this
tabling member constituency Wentworth and Dearne more like this
tabling member printed
John Healey more like this
uin 209620 more like this
answer
answer
is ministerial correction false more like this
date of answer less than 2014-10-14more like thismore than 2014-10-14
answer text <p>In common with other Government Departments, BIS has 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 and providing them with more focused development opportunities and support, as well as including poor performers.</p><p>It was anticipated that 20 – 25% of BIS staff would fall into the third category during the 2013-14 reporting year.</p><p>The following table shows the number of individuals that have declared a disability who were awarded each performance rating in 2013-14 and the number of other staff that received each rating within that performance year. Diversity declarations are voluntary and currently within BIS they are low. Analysis of the 2013/14 performance management outcomes is correct for those that have made a declaration. However, any attempt to consider these findings as being representative for the Department, as a whole, should be viewed with caution as we are not confident that the data is an accurate reflection for staff with protected characteristics.</p><p> </p><table><tbody><tr><td><p>Number of Individuals</p></td><td><p>Category 1</p></td><td><p>Category 2</p></td><td><p>Category 3</p></td><td><p>Total</p></td></tr><tr><td><p>Those who have declared a disability</p></td><td><p>26</p></td><td><p>88</p></td><td><p>48</p></td><td><p>162</p></td></tr><tr><td><p>All other staff</p></td><td><p>460</p></td><td><p>1185</p></td><td><p>330</p></td><td><p>1975</p></td></tr></tbody></table><p>The following table demonstrates the number of individuals that that work part-time and full-time that were awarded each performance rating in 2013-14.</p><p> </p><table><tbody><tr><td><p>Number of Individuals</p></td><td><p>Category 1</p></td><td><p>Category 2</p></td><td><p>Category 3</p></td><td><p>Total</p></td></tr><tr><td><p>Part-time</p></td><td><p>58</p></td><td><p>177</p></td><td><p>45</p></td><td><p>280</p></td></tr><tr><td><p>Full-time</p></td><td><p>428</p></td><td><p>1096</p></td><td><p>333</p></td><td><p>1857</p></td></tr></tbody></table><p>The current BIS Equality, Diversity and Inclusion strategy aims to improve performance outcomes for minority groups, with particular focus on Black and Minority Ethnic staff, disabled staff and older workers. Various methods are being used to do this, such as mandatory unconscious bias training for managers, a new Reverse Mentoring programme to expose leaders to the diversity within BIS and consistency checking and validation processes across directorates for performance ratings.</p>
answering member constituency East Dunbartonshire more like this
answering member printed Jo Swinson more like this
question first answered
less than 2014-10-14T11:51:30.2716879Zmore like thismore than 2014-10-14T11:51:30.2716879Z
answering member
1513
label Biography information for Jo Swinson more like this
tabling member
400
label Biography information for John Healey more like this
92113
registered interest false more like this
date less than 2014-09-26more like thismore than 2014-09-26
answering body
Department for Business, Innovation and Skills more like this
answering dept id 26 more like this
answering dept short name Business, Innovation and Skills more like this
answering dept sort name Business, Innovation and Skills more like this
hansard heading Performance Appraisal remove filter
house id 1 more like this
legislature
25259
pref label House of Commons more like this
question text 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. more like this
tabling member constituency Wentworth and Dearne more like this
tabling member printed
John Healey more like this
uin 209642 more like this
answer
answer
is ministerial correction false more like this
date of answer less than 2014-10-14more like thismore than 2014-10-14
answer text <p>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.</p><p>It was anticipated that 20 – 25% of BIS staff would fall into the third category during the 2013-14 reporting year.</p><p>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.</p><table><tbody><tr><td><p> </p></td><td><p>Category 1</p></td><td><p>Category 2</p></td><td><p>Category 3</p></td><td><p>Total Number</p></td></tr><tr><td><p>Completed performance management</p></td><td><p>486 (23%)</p></td><td><p>1273 (60%)</p></td><td><p>378 (18%)</p></td><td><p>2137 (100%)</p></td></tr><tr><td><p>Qualified for Performance Award</p></td><td><p>486 (100% of category)</p></td><td><p>0 (0%)</p></td><td><p>0 (0%)</p></td><td><p>486 (23%)</p></td></tr></tbody></table><p>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.</p>
answering member constituency East Dunbartonshire more like this
answering member printed Jo Swinson more like this
question first answered
less than 2014-10-14T11:49:05.1677762Zmore like thismore than 2014-10-14T11:49:05.1677762Z
answering member
1513
label Biography information for Jo Swinson more like this
tabling member
400
label Biography information for John Healey more like this