Don’t hate the player ….

Allegations of workplace discrimination by the Singapore Police Force

The Singapore Police Force (SPF) today responded to an allegation by a former police officer who alleged that her annual performance grade was marked down because she was pregnant. In their response, the SPF said that Ms Reema Razif received a performance grade “similar to many of her colleagues,” and that they take a firm stance against workplace discrimination practices.

If we read between the lines, the SPF is essentially saying that Reema got a C performance rating. To those who are unfamiliar, a C rating applies to 60% of the cohort each year and it is the norm. If this is the case, Reema was not “marked down,” unless she deserved a B rating implying that she performed in the top 30% of her cohort for that year.

I am not saying that this is not possible, I am suggesting that in determining an officer’s performance rating, besides considering the quality of work, the officer’s contribution is also considered. To show the dilemma facing those doing performance appraisals, allow me to use some math ….

Person A goes on leave (it can be maternity, medical or even no-pay leave) and works 8 months out of 12. Assuming Person A contributes 110% for these 8 months, this works out to a contribution of 880 widgets (110 x 8). Now assume Person B only contributes 90% each month, but Person B works for 12 months and would therefore produce 1,080 widgets.