Performance reviews

Postby **Miami Vice** » Wed Dec 16, 2015 11:15 am

Where I work there are basically three grades you can get:

-all star: you landed a kabillion dollar account, you outsourced a ton of jobs and saved lots of money. reserved for a handful of people.

-ok: you came to work on time and didnt screw anything up. 90% of employees

-bad: you really must have been in a pain in your managers rear end.

-the rest would be new employees without a rating

So thats a pretty demoralizing system. I think of myself as a pretty good employee - all my targets were exceeded, I'm the one my group comes to when they don't know the answer, I had a number of good cross sells, etc.

But I'm simply rated as an ok employee. I understand I didn't invent a product or cross sell an entire business line, but I know I did better work than the others in my group who do their 8 and skate. Senior management has even said as much to me and on more than one occasion. Unfortunately short of doing one of those miraculous things I have nothing to work towards.

Even the sub-categories I got OKs on. Part of that I think is that my manager is in another city, and I don't talk with her much. They only time I do is when someone else there is asking me to troubleshoot a client concern for them.

YouTube · Postby **mikey** » Wed Dec 16, 2015 11:21 am

We have 1 to 6 grade system. That system above is prohibitive. Surprisingly so, even for the corporate world...

Postby **columbia** » Wed Dec 16, 2015 11:21 am

We have ratings of 1-5. If one gets less than a 3, then a performance management program is implemented (or they are just on the way out the door). I think it's a pretty fair way to handle things and generally keeps people on track with their jobs.

You - as I've gathered - probably work in a much more cut throat environment.

Postby **robbiestoupe** » Wed Dec 16, 2015 11:23 am

Welcome to corporate America.

Postby **PFiDC** » Wed Dec 16, 2015 11:27 am

My last job had a 1-3 rating system but we were told nobody gets a 3 because we can always do better. Wtf good does that do?

Postby **Miami Vice** » Wed Dec 16, 2015 11:30 am

here the top rating is also tied to raises/bonsues

Postby **NTP66** » Wed Dec 16, 2015 11:37 am

here the top rating is also tied to raises/bonsues

That's how our entire raise system works. Our scale is 1-5, and managers get a "pool" to divide up. The better your score, the higher your raise percentage is. I love it because I'm always one of the top 2 in my group, whereas my old job everyone got the same raise regardless of what you did, unless you were on a performance review plan.

Postby **Morkle** » Wed Dec 16, 2015 11:39 am

Ratings in corporate america are almost always tied to bonuses. Usually even it's pre-determined so reviews slot out that way as well. I've been a part of a few of those discussions and it's really made me resent the performance review aspect of the job.

Postby **llipgh2** » Wed Dec 16, 2015 11:43 am

Ratings in corporate america are almost always tied to bonuses. Usually even it's pre-determined so reviews slot out that way as well. I've been a part of a few of those discussions and it's really made me resent the performance review aspect of the job.

This.

Postby **robbiestoupe** » Wed Dec 16, 2015 11:46 am

Ratings in corporate america are almost always tied to bonuses. Usually even it's pre-determined so reviews slot out that way as well. I've been a part of a few of those discussions and it's really made me resent the performance review aspect of the job.
This.

Not here. I usually get 4/5 or 5/5 on my reviews but get the same raise every year (2-3%). Raises are dependent on how your particular division did profit-wise. The worst part is our division typically doesn't do as well as others, but I end up doing work for other more profitable divisions. But I don't get a cut of their raises.

Postby **shmenguin** » Wed Dec 16, 2015 11:49 am

i've never had a performance review

Postby **eddy** » Wed Dec 16, 2015 11:50 am

most awkward situation I've ever had regarding a performance review was when my boss handed me my review, asked me to read it out loud and then complete it myself in front of him.

Postby **Miami Vice** » Wed Dec 16, 2015 11:50 am

my only saving grace is that the cost of living is so much higher where my boss and rest of the group are, and I don't think she factors that in when she doles out the bonus cash

Postby **ExPatriatePen** » Wed Dec 16, 2015 12:36 pm

The performance review system we've implemented in building this practice, is one where the contributor self identifies goals for the period (normally quarterly and yearly). These goals involve personal growth and advancement, team oriented activities, client satisfaction, and practice growth contributions.

In each area the contributor is ask to identify items that they have control over and items that are outside of their control (i.e. I can't deliver 10 successful engagements this quarter if the account reps bring in less than 10 opportunities.)

There's another section for outstanding contributions (things like those MV pointed out), patents, process and procedure streamlining, new ways of gaining additional revenue or creation of new 'products', those types of things.

My group is small enough at the moment that I'm able to meet with each and every contributor on a bi-weekly basis to informally talk about progress.

When review time comes, no one is surprised. Self reviews almost always reflect reality. In fact, I normally have to adjust the self review upward.

My review? It all comes down to revenue. If I exceed my targets my boss is happy, otherwise ... It's very short sighted.

Postby **dodint** » Wed Dec 16, 2015 1:04 pm

I just received my first annual review last week. Two scales, and I maxed them both out.

So, no room for improvement. I rule.

Postby **MalkinIsMyHomeboy** » Wed Dec 16, 2015 1:34 pm

performance reviews are dumb

Postby **Craig** » Wed Dec 16, 2015 1:37 pm

Especially when you piss off your boss by trying to bail on dinner.

Postby **MalkinIsMyHomeboy** » Wed Dec 16, 2015 1:41 pm

she's not my boss =(

Postby **Pavement** » Wed Dec 16, 2015 2:55 pm

I'm completing annual reviews for my team before I leave next week.

The ratings are 1-4, and I always get my guys to rate themselves as part of the process.

Fortunately I think I'm pretty good at discussing their performance during the year, so there isn't usually a huge difference between what they rate themselves as and how I rate them.

Postby **eddy** » Wed Dec 16, 2015 3:47 pm

I've also had reviews where another boss said even though you were above this, we have to mark it below so that there can be room for improvement in the future. I'm glad I don't work there anymore.

Postby **ExPatriatePen** » Wed Dec 16, 2015 3:47 pm

I'm completing annual reviews for my team before I leave next week.

The ratings are 1-4, and I always get my guys to rate themselves as part of the process.

Fortunately I think I'm pretty good at discussing their performance during the year, so there isn't usually a huge difference between what they rate themselves as and how I rate them.

Postby **Orlando Penguin** » Wed Dec 16, 2015 3:48 pm

i've never had a performance review

There ya go.

Postby **dodint** » Wed Dec 16, 2015 3:49 pm

I've also had reviews where another boss said even though you were above this, we have to mark it below so that there can be room for improvement in the future. I'm glad I don't work there anymore.

Are you a SNCO in the Marine Corps, by chance?

Postby **Willie Kool** » Wed Dec 16, 2015 7:48 pm

"First prize is a Cadillac Eldorado. Anybody wanna see second prize? Second prize is a set of steak knives. Third prize is you're fired."

Postby **dodint** » Wed Dec 16, 2015 8:14 pm

Tif gonna tank for 2nd.