The Reigate and Banstead
Experience
Michelle Biggs - Employment Relations Consultant
On behalf of Mari Roberts-Wood
Reigate and Banstead
Reigate and Banstead
Three grade appraisal scheme
o Outstanding – 1 increment plus 2.5% n.c.
bonus
o Good – 1 increment
o Not Achieving Required Standard – no
progression
o 5% - NARS, 65% - G, 30% - O
Reigate and Banstead
2009
o Drive standards and performance
o Recognise those who are adding value
o Introduced a four grade appraisal scheme
o Cost of Living is dealt with separately
Reigate and Banstead
A – Outstanding – 1 increment plus
2.5% bonus
B – Very Good – 1 increment
 (Consistently High Performer)
C – Good – nothing
D – NARS – nothing – performance
management
Reigate and Banstead
Challenges
o Union (and Staff) understanding
 Not about setting quota’s
o Distinguish between Good & Very Good
o Getting Language of gradings right
 A, B, C, D felt like school
o Consistency across managers
o Communications
Reigate and Banstead
Culture change
o Takes time
o Reinforce messages
o Be ‘O.K.’ with ‘historic’ comments
Reigate and Banstead
Wish they’d implemented new
appraisal scheme at time of
implementing new pay scales
Last round was first round where the
organisation seemed to have ‘got it’.
Reigate and Banstead
Next steps
o Visioning –
 What is the Council’s purpose?
 What are we good at?
 What are our principles?
 What behaviours align to this?
 Each team across the organisation is being
asked to contribute.
Reigate and Banstead
Any questions?
Mari Roberts-Wood is happy to talk to
anyone about their experience.
o Mari.Roberts-Wood@reigatebanstead.gov.uk