May 21, 2009

Although the Performance Management System (PMS – Performance Based Annual Bonus) has been implemented since FY 2003/2004, it is really an astonishing yet shocking revelation by the Bank that (1) "the submission rate of Balanced Score Cards (BSCs for goal setting) has been on a downtrend in the last 3 years - with less than 49% for FY 2008/2009.

And (2) that the (I.R) attempts to exit (dismiss) non-performers through Consequence Management (CM-PIP) has been largely ineffective.

There is also (3) "poor/low clarity in linkage between Performance Management results and impact on rewards, career development, talent development and management".

It was revealed that there is (4) "gaps in technical skills and manager's confidence in executing the performance management process and executing it right (correctly).

Thus, under such dismal state of affairs, it would be totally discriminatory for HRD (PMS Unit) in wanting to continue to force-rank or moderate downward performance ratings in the upcoming performance assessment for the FY 2008/2009.

For the past 5 years, many employees of all ranks have been unjustly penalised - with lower bonus quantum. Many more could have been unjustifiably put into the exit program of Consequence Management” despite achieved targets/goals set by supervisors at the beginning of each F/Year.

Are these unfortunate employees – that have been forced rank or bell-curved into the "non-performer" category - really non-performers? The answer is a resounding NO !!!

Most of them achieved rating as high as 3.0 to 3.8 but were bell-curved or forced-ranked UNILATERALLY by HRD (PMS Unit) into the non-performer i.e. "threshold" or "below-threshold” categories.

A point to ponder – can I.R dismiss employees that have scored above 3.0 (out of a maximum of 5.0) but were forced-rank (MODERATED DOWNWARD) unilaterally by HRD (PMS Unit) into the non-performer categories ???.

So AMCO members, why are you "living with the T.I.G.E.R core values"? Is this the journey our supervisors want us to take BUT at the same time instructing us to continue be a "contributing' employee EVERY YEAR? The tactic from these supervisors is … “Keep quiet, do you work or it is your turn to be bell-curved this FY!!!

Are these supervisors SMART enough to ensure relevant KPIs are given to all employees at the beginning of each FY?

If they are really so-SMART, why "poor/low clarity in linkage between Performance Management results???????.

Personally, I am disappointed but not surprised as there are hundreds, if not thousands of “little emperors” operating in this organization.

For the past 5 years, goals and targets established by our supervisors were not-aligned to the Group objectives, thus, these “little emperors” have to use forced-ranking or bell-curve to justify their existence in the Bank.

AMCO’s stand is “Recognise members’ achievements, otherwise PMS is actually Anti-T.I.G.E.R.

Looking at the above flaws in the implementation of PMS - despite entering into its 6th year in the 2 months - I dare to say that we have along way to go before we are truly adopting the T.I.G.E.R spirit.

But this does not mean AMCO & its members should lose hope or give up the fight against the unjust implementation of bell-curve or force-ranking – because it will continue to cause harm to our beloved organisation.

The union’s view has always been that as long as the so-called SMART KPIs (targets & goals) are established by our supervisors, then there is NO justification for these so-called “SMART” supervisors to force-rank or moderates downward our performance ratings that have been agreed by during year-end joint performance assessment session.

Therefore, we write in PROTEST, not to dispute the performance based system (PMS) but against the fact that the unjust and misuse of force-ranking (bell-curve) causes disunity and disharmony among thousand of the Bank’s employees.

We implore our P/CEO and Head HR to look into this injustice seriously and hope swift and prompt action will be taken to correct its destructive impacts.

If you want to give feedback/comments/suggestions on the above subject, please email to gs@amco.org.my

“PMS is Anti-T.I.G.E.R”

Thank you.
JIMMY TONG YEE SHEN
Honorary Secretary
AMCO

January 23, 2009

Do not subscribe to breakroom rumors and management whispers. We, members of the Executive Council (EXCO) WELCOME YOU to stay informed via sms or email.

Also, kindly visit AMCO official website for the most accurate information.

For the latest update on negotiations, please click on the "Update on C/A Negotations" and "Circular".