Pay and Performance



Here's a very important extract from North Lanarkshire's 'Chief Officer Performance Review & Development Scheme' which has resulted in the Council paying £2 million worth of bonuses to its most senior and highly paid staff.

If you ask me the whole process lacks rigour and independent scrutiny, and once the chief executive has finished his review, then it's a case of the Council's chief officers (around 30 or so) all interviewing each other to determine what level of bonus they should receive.

Ask yourself the obvious question: "Who's really in charge of what's been going on here?"

The Council's Head of Human Resources, Iris Wylie, (a crucial figure in North Lanarkshire's much criticised handling of equal pay) is identified as the key adviser during the crucial interviews with the Chief Executive and other Executive Directors.

In my view the Council policy is badly flawed and unfair, because it involves an elite group of officials being treated completely differently to the rest of the workforce, and effectively deciding amongst themselves which of their number should benefit (and by how much) from what really amounts to a bonus scheme by another name. 

Compare and contrast the treatment of North Lanarkshire's small group of chief officials, with the huge battle that thousands of low paid NLC workers been fighting for all these years just to secure their right to equal pay.     
4. Who Carries out the Performance Review and Development Discussion?

4.1 The aim of the PRD process is to keep the level of contact for any individual as close to the Service structure as possible. The Reviewer should be the immediate Line Manager who will know the working environment and the duties of the Reviewee's post with the greatest detail.

4.2 In the case of Chief Officers the following will be adopted:
  • The Chief Executive will be reviewed by the Leader of the Council, Depute Leader of the Council and the Leader of the largest minority group which will, as a review group, be assisted by the Head of Human Resources.
  • The Chief Executive will review all Executive Directors, assisted as necessary, by the Head of Human Resources.
  • Each Executive Director will review their Heads of Service

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