Reply to s/o Do you think your DC's grades are well-earned or inflated?

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[quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous]Hey all you people demanding extremely incremental grades to distinguish qualities in individuals...

...answer this question:

How are you graded at work?

By categories, you say?  Usually 3-4?

Wow, why is that?  Do companies not care if an employee is 1/50th more "satisfactory" or "exceeds expectations" than another?

Is that because it makes no practical difference?

I wonder why that is![/quote]

We have a production AND quality mid-year and final review at my agency/office.  Blind.  We are compared by that and you can be fired if you drop below production or have too many quality errors.  There is also a financial incentive for higher producers.

There is a lot of attrition the first couple of years for employees that couldn't do the work whether it be low production and/or low quality.  There is about a 50% retention rate.

My husband is a consultant.  You aren't hired if you do shoddy work or are a low producer.

WTH do you work??[/quote]

You did not read the post well.  The post you reply to explicitly says grades [b]are[/b] given at work.  But they are not incremental to "rank" employees as those demanding bell curve grades want.

Additionally, the claim in your post supports the alternate position, that there are folks that [b]can [/b]do the work, and folks who [b]can't[/b] and [b]get fired[/b].  Exceptional workers get bonuses.  That's three categories.  On Commission work is the only one that is rewarded with a bell-curve like gradient.[/quote]

DP. Rank = who is eligible for promotion, dept head, special projects, etc. at my office.

My spouse’s company has a ranked list of top performers each quarter—in numerical order.  [/quote]

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