And when you do exceed them, what happens if you happen to report to someone who is insecure and feels threatened by your success? So, the system sucks but that is the system. I contested my job evaluation in my last job. I’ve heard of people contesting portions of their review before – usually if it’s factually inaccurate in some way. If you’re an SES, then you have a right to “a higher level review” before your rating is presented to the Performance Review … “high standards” need to be incentivized or they are just nonsense. This is the same guy who used to carry on arguments with his employee about the merits of the ACA before it passed. The way we do it on my team is that we ask the employee to assess their performance before the review meeting. Just so I know who to speak to about things and how can I supervise them or give them the support they deserve if I don’t even know what they do. So, that’s Carl’s level at this point, it seems. In my company, after the evaluations are prepared you sit with the other managers in your department and go through the ratings with your HR partner. Of course, that’s not always the case. Oh no! If an employee disagrees with his/her performance evaluation, the employee has several options. I think you are reading way too much of your experience into my comment. I’m sure she believes that she’s the linchpin, but in reality? She brought it in and presented it to her manager, who promptly told her that her previous ratings stand and that’s the end of it. And “let’s focus on what you can do to get your ratings to that level for your next evaluation. It’s a thing. Meeting basic standards is not perfection (though my 100% level is also a bit below outright perfection). Everyone else’s salaries remained stagnant. If you lie on a government report you are finished in my field. I don’t think it quite means ‘just terrible, the worst’ – it’s a bit lighter than that, akin to ‘rubbish’. To err is human. I don’t believe in the rating on a forced curve ( nor does my company) but have found that when I objectively rate performance on goals and objectives that the majority of the ratings are meets. should a job offer be “take it or leave it”? your employee deserved the highest marks but you gave lower than she deserved because you want to show increase over time. I really dread the one coming up, because she isn’t meeting expectations this time around. 5 was roughly “always exceeds,” and was for people who are performing at the next level and probably need to be promoted. Why are you saying that? He told our manager that he did that because he viewed evaluations as a negotiation- like, my boss and him were supposed to dicker over scores and finally land on a score they could compromise on. It also means that the best way to get a good raise is to subtly sabotage other people. I’ve had this very same thing happen with one of my employees. All of the comments here have hit the nail on the head. If everybody makes no more than one “oops” in a year and Carl messes up a couple of times per month, that’s something Carl will understand. Nope. Not just “only a very small number of people will meet that”, but implied that it actually would never be given out. And to spill some tea: because the absolute numbers for the high-performance end of the curve are so low, there’s a strong likelihood that you’re (in essence) competing for those ratings against people you’ve never met or worked with when the overall group size is large. i want to be plain in explaining that your expectations are too low if this is the case. How do I address this difference of opinion on Carl’s performance? He also made lots of nasty comments in my review – it was clear he did not like me. LOL yeah – I once had a boss put “how can you improve on perfection?” in his comments on my yearly review. Big Boss “re-configured” it to a “meets expectations” rating, because (I kid you not) “the expectation is that you will significantly exceed the target, so therefore significantly exceeding the target is meeting expectations”. Research has consistently demonstrated that individuals are notoriously inaccurate in assessing the quality of their own performance, and the poorer the performer, the higher (and more inaccurate) the self-assessment is likely to be. My response was to immediately shape up and start earning my pay. You hire someone who does not look so strong in interview or just dont pay much attention to that person and then blame lesser results on them. One of my disagreements with the way performance “metrics” are usually done is that they are not at all metrical. People will start to leave if the bad behavior continues because it show to them that nothing will ever be done about Carl. Basically what ended up happening was the only people who would get raises/promotions were the ones the managers selected for assigning extra work. It blows my mind how an employee can agree to the examples, but absolutely refuse to adapt to the realization that the boss wants it a different way, and that is the way that keeps you employed. “Sola, you’re late frequently” won’t have nearly the impact that “Sola, you were more than 15 minutes late in each of six different months last year.”. I do not miss that performance review process…. Gah! In fact, I could have written this letter, except for the fact that I’m not good about the ongoing feedback piece, so the letter writer is a much better manager than I am! Yeah, if the truly major issues only happen once or twice a year, I can see why OP would downplay them. At my school we received two grades on our reports (these weren’t grades that affected anything, they were just feedback to our parents – actual grades were based on exams). We do expect him to be dependable. We’ve all been working our butts off for the last few months – and still no one got “exceeds expectations” on their review this year. Work elsewhere. For our goals portion we were instructed to also set the benchmarks for the 1-5 scale. This probably did you no favors because failing to keep a single client appointment is a big deal and now in the last 6 months you stood up clients twice, failed to cover shifts you had agreed to cover several times and have not paid attention to coverage when scheduling. Do I think someone who shows up and does their work exceptional? Your objective in a performance review discussion is not to gain agreement. I need you to welcome criticism as an opportunity. If you’re still reading, the way she quit feels very “Carl-ish”…Before she quit she asked for something that I could no way to accommodate and still meet the business need without increasing her teammates workload to an unreasonable amount. The part about the new graduates doesn’t surprise me. And it is true to a certain extent!! These are the kinds of places that talented people leave and mediocre (and worse) people flock to. If allowing the employee to write a reply helps achieve that goal, it’s a good thing. “Exceeds expectations” means you’re doing things above and beyond your current job description. If your poor performance appraisal results from the fact that your boss truly is incompetent, envious of your success, or dishonest, you’ll need to make a different calculation about your choices. It is beneficial from my perspective because it can highlight areas we greatly disagree on and we can discuss them. This is how my company does it as well. Everything is still in the “meets expectations” or “sometimes exceeds expectations” range, but I have a feeling I am going to have a fight on my hands, especially since the scores on the performance evaluation directly determine raises. It feels like a good compromise. I do wish there was a better, more objective way to handle this. I’d like to think that they changed the entire system based on my sound logic, rather than just placating me, but I’ll never know. Any decent car shop I’ve taken any of mine to had 8-5, Mon-Fri hours. I can look back now and see a lot of bad choices and you have to just remember that life isn’t fair, bad behavior is rewarded for no-good-reason. As much as I like to offer a critical overview of myself, I don’t want to critically-review myself into a “Needs improvement” and out of a job. I kept trying to redirect the conversation as his complaints (which were petty and unrealistic) were not tied into the reason that he was being put on PIP (poor performance, rudeness to customers, tardiness). There are definitely people who are good with specific technical stuff, and getting individual things done quickly. We don’t get raises dependent upon our evals. And you seem confused about who is the boss. A few of us just constantly asked him for feedback after that, but to no one’s surprise he never actually had any negative or constructive feedback day to day. (And every client’s needs differed, so what worked for one client wasn’t necessarily the same for the other.) Performance review was done on a minute by minute basis through normal office interactions.) It’s uncommon but when the performance review process is finished, an employee will sometimes raise concerns with their evaluation results. It can be very hard to explain that it really just doesn’t work that way anymore, especially when they are just out of school. You need a realistic expectation to start. Most people want to be nice, want to be liked, want to get along with people, and don’t like confrontation. I’d rather give myself an inflated 5 and have it come back as a 4, than give myself a 3.5 and receive a 3 back. I cant tell you how many times I’ve had to go back to en employees performance file during a termination only to find that their manager was too chicken to be firm and honest and caved and left a glowing review that then ends up biting the company in the @$$. I know, personally, that I’m afraid to give an employee a 9 out of 10 for fear she’ll be flogged, figuratively or literally. No disrespect at all to Lifelong Student, but the folks who I’ve had the hardest time with when it comes to understanding this, especially regarding reviews and feedback, it’s those that always got straight As in school.
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