British Airways vs. BASSA (Airline Staff Only)

[Jemina]

I asked for my post to be deleted because I regret posting it. I realise that it was probably not a good idea to write about it but it's something I did in the heat of the moment. I have had messages sent to me since I wrote it implying that I'm representing BASSA and that my posting appeared at a convenient time.

I can't, or don't want to, give details about the messages at Facebook.

I just wanted to share my story. All of us who have been suspended are not evil or abusive people who deserve to be suspended. I know that most have been suspended because they have shown an aggressive and threatening behaviour. That's something I think should be dealt with. I have always kept a low profile at work, avoided discussions about the strike, never been nasty towards anyone or used nicknames. I have been against this strike from the very beginning and would have gone to work if I hadn't been suspended.

I know BA is acting as they should as there's a procedure for this. But, I haven't done anything wrong but I still have to face all of this. It's taking a very long time. I don't know what will happen. I'm sad. I'm scared to death. I'm suffering financially. I'm worried.

But, no. I'm not representing BASSA neither am I a union rep.

[Tiramisu]

BA CC have always been Performance Managed, everyone is assessed on the a/c every 120 days

Ottergirl,
IFA assessments are exactly that, an assessment of your performance inflight and in my view it's not enough. Whilst you as a Customer Service Trainer does performance manage, and so do I, we both know that majority of our supervisory colleagues don't.
The trouble is that some of our colleagues see the job as a popularity contest and when it comes to real performance management, won't put pen to paper. This is the reason certain individuals in the company have got away with 'murder' so to speak.
Additionally, a lot of junior crew have also been scared to document inappropriate or unprofessional behaviour from some senior crew who in turn have got away without being performance managed through lack of evidence.

I'm BA cabin crew and the above are my personal views.

[Pin-Lever-Pin]

Performance management

Sorry but cabin crew aren't performance managed. When they are they, most likely, will be assessed on a regular basis. (which I think Ottergirl was referring too) but they will also have a a annual performance review where their owning manager will discuss their work over the year. Anything from helping pax out during disruption, applying for promotion, letters from customers, even to uniform standards will be taken in to account. The crew member will then be put in some sort of band, from memory Exceptional, Substantial, Strong, Developing, Weak.

Your pay-rise and any bonus (if any) will be calculated from your performance, and effectively if you continue to have weak performance you could be 'managed out of the business'.

This is the way the airline is going for all staff, by the looks of it.

[The Blu Riband]

Ottergirl

You are probably one of the conscientous csd's who assesses accurately and honestly.
But you don't get the opportunity to see just how poorly your job is sometimes done by others.

[essessdeedee]

Ottergirl,

Look at the new performance management process for the management community and pay particular attention to the section entitled 'Forced Distribution' which makes reference to the bottom %age being managed out of the business.

If it starts here, its only a matter of time before it is rolled out across the rest of the company.

[Reargunner]

I thought it was pretty clear that this 'forced disribution' and performance based pay is intended for the whole of BA when we saw the Pp slides regarding the desired structure for cabin crew from the January negotiaitions.

I think the 'forced distribution' part is the pattern for the initial period...it is designed to accelerate the results of performance management.

Has nobody any information about the decision to mix the regular and volunteer crews? I had the one email yesterday. Have the volunteers been informed about this plan?

[Litebulbs]

essessdeedee

Are you suggesting that there should be a cull of % crew members a year, based on some sort of review?

[64K]

The corporate policy being rolled out through the rest of the business has something along the lines of 'find new job or exit the business' for the lowest performing percentage. Can't remember if it's 5% or 10%, but it's what is worked to by management and 'band 3' staff... If I am seen to be under performing, the view would be that either I'm in the wrong job, or that I'm the wrong person for the company.

The views above are my own and not those of my employer.

[Litebulbs]

Measured against what?

[Eddy]

Originally Posted by pornpants1

an implied commitment that when he goes, as a gesture of good will, the incumbent BA CEO may give it back

Keith Williams??? You think?

[Reargunner]

I have seen posts by some of these people saying they have not been awarded any bonus because the scheme...while it is in this 'forced distribution' mode, it means that it is not possible for all the group to be found to be performing adequately or meeting all standards...the bottom 10% has to be under the bar.

I think, after a period it is supposed to change to a mode where the bottom 10% are also deemed to be possibly good at their jobs too...

It reminds me of the very old A level and O level system....followed by the shift to the current one.

Tragic for any department that is made up of really good people, but maybe department heads have the ability to plead exceptional group performance?

[Litebulbs]

So in that system you could still find yourself out of a job, when you have achieved all the required standards?

[Reargunner]

Lightbulbs,

Like I said...its a bit like the old education exams...the effect is that you are benchmarked against your peers, not some external standard. If your in a very high performing group, you're in the do doo. If you work with malingering idle good for nothings, you'll be good.

I'm sure that's an oversimplification and there must be another layer of benchmarking that overlies the departmental one.

Forced distribution is based on the assumption that there is a lot of poor performance that needs very stringent managing and that this is reduced over time until you reach a healthy work culture. Once you get there then you change the model to one where the performance is benchmarked on an external standard again.

[Litebulbs]

Reargunner

Are you measured objectively or just by someones opinion? WW or BF have never said that BA crew are poor, they just don't want them striking.

I don't how performance management will improve the IR issues at BA.

[Hotel Mode]

I don't how performance management will improve the IR issues at BA.

Its not supposed to. Its supposed to improve the safety and customer service issues that a very small minority of our cabin crew have.

None of this is part of the dispute anyhow, its been predicted for the future though.

[Litebulbs]

Originally Posted by Hotel Mode

Its not supposed to. Its supposed to improve the safety and customer service issues that a very small minority of our cabin crew have.

None of this is part of the dispute anyhow, its been predicted for the future though.

What issues have BA got, or is it what issues do people who post on here have with BA crew?

[Litebulbs]

Absolutely agree. But BA staff are assessed as Ottergirl explained. I was just wondering why performance management appeared on this thread.

[MissM]

Performance Management? This should be interesting to see how it is performed seeing as BA is not an expert when it comes to administration or paper work. You put something on the post addressed to Cranebank only to be told that nobody has no idea who has it. You leave a sick note in the red box and it goes missing.

[tomkins]

Having spoken briefly with Martin Broughton on a flight back from FAO ,an sccm would be taking 17 crew under his / her wing ,performance managing them (part of a larger group that would consist of 17 sccms each responsible for 17 crew).Every month each sccm would be ground based dealing with everyday crew problems of the whole lot ie. 17x17 for two days,refering back any problems that arise to the relevant sccm responsible for the crew member.I got the impression that the sccms would fly regularly with their bunch,thus being in a far better position to monitor their performance.
This would seem a far better way to have feedback on crew than the current system of managers who each have far too many crew to manage,who dont get the opportunity to see how crew work onboard,who have to rely on IFAs to get any idea on a crewmember,and who probably would not recognise one of their team if he walked right in front of them.

[ottergirl]

an sccm would be taking 17 crew under his / her wing ,performance managing them

The best thing about being in this industry for a quarter of a century is that you get to see old ideas, which didn't work and were scrapped, being reinvented and launched to a great fanfare. So here we go again!

Last time (circa mid 90's) it was called FIP (Fleet Improvement Plan) every CSD had a PSR and a group of main crew and was supposed to fly with them at least twice a year. This proved unworkable due to scheduling constraints so it became once a year which still was too hard so it died a sudden death with everyone agreeing that it was a great idea but just couldn't be made to work given the logistical problems. We also had Fleet Directors (early 90's), who had a small team but only really managed to fly with their CSD's so that didn't manage the main crew or pursers. Most recently 'CSD X' has been kicked around as well.

The bottom line with crew is that they have to be managed on the day by the SCCM so you have to be sure you've promoted the right people.

it would be performed on a per flight basis based upon customer surveys

It is nigh impossible to performance manage based on customer feedback given that the feedback is flawed and affected by general perception of the whole journey experience. (Many customers will complete their form before even seeing their meal much less eating it!) Even CSD annual reviews can only use trends from GPM's and these are greatly influenced by the fact that for the most part, a customer will only oblige with a GPM if they're in a good mood to start with.

So call me cynical but I look forward to the re-invention of the wheel with great anticipation but very little hope that it will herald any great transformation.