Our Ref:         FOI-0565-2021

Thank you for your request received on 7 July 2020 asking for information about senior manager performance ratings and scoring.

Your request has been considered in accordance with the requirements of the Freedom of Information Act and our information access policy. I can confirm we do hold the information you require.

Please find the requested information in the table below for 2019/20:

 Band 4 Band 5 Director Grand Total
Role Model Standard in All Areas 62 17 4 83
High Standard in Most Areas 340 78 13 431
Good Standard in All Areas 540 82 14 636
Improvement Needed in Some Areas 20 6 4 30
Ineligible 42 4 3 49
Not Found 4 1 11 16
Grand Total 1008 188 49 1245

To be eligible for Senior Manager Reward Framework (SMRF), employees must have commenced employment with TfL on or before 31 December of the performance year for which any award is payable. Employees who commence service between 1 January and 31 March are not eligible to participate in SMRF for that performance year and therefore will not receive a base pay or performance award. Employees who are promoted or transferred to a SMRF eligible grade from a non-eligible grade between 1 January and 31 March are not eligible for a base pay review or a Performance Award under SMRF for that performance year. For those listed as ‘Not Found’ this is because the SMRF scores are not recorded on SAP.

In light of the very significant financial challenges faced by TfL, and the ongoing discussions with Government about longer-term funding requirements, TfL took the decision to defer payout of all 2019/20 senior manager performance awards for 12 months. TfL also decided not to make any senior manager performance awards relating to the current financial year (2020/21). This will apply to all senior staff who are eligible for a TfL performance award.

This decision reflects the exceptional circumstances and is not a reflection on the hard work and commitment of staff, who have made, and continue to make, an exceptional contribution to London - particularly during this awful pandemic.

TfL will at all times endeavour to create an environment that will support employees to achieve and maintain a high level of performance in their work. TfL’s performance review process is the primary tool for assessing the performance and supporting the development of employees. For those members of staff who receive a lower performance rating then a Performance Improvement Plan will be developed between them and their line manager. Feedback will regularly be given to employees promptly where any shortfalls in performance occur, and provide any necessary training, coaching, support and/or guidance.

The following rating was used:

Rating Description Rating
Role Model Standard in All Areas 5
High Standard in Most Areas 4
Good Standard in All Areas 3
Improvement Needed in Some Areas 2
Low standard 1

If this is not the information you are looking for please feel free to contact me.

The impact of current circumstances on TfL’s resources means we are not able to answer FOI requests readily and we ask that you please do not make a request to us at present.
 
Answering FOI requests will require the use of limited resources and the attention of staff who could be supporting other essential activity. In any event, please note that our response time will be affected by the current situation.

Please see the attached information sheet for details of your right to appeal.

Yours sincerely

Gemma Jacob
Senior FOI Case Officer
FOI Case Management Team
General Counsel
Transport for London

[email protected]