Anonymous wrote:We have a new rating scale, 1-4. 1: needs work; 2: meets expectations 3: exceeds expectations 4: sets new standard

I have several members of my team who have done truly exemplary work and gone above and beyond during this dumpster fire of a year. They are rated in 10 different areas (there's also a written narrative). I gave them a mix of 3s and 4s--in some cases they did set a new standard, innovating in all these ways to achieve our goals despite a lot of covid/remote/no travel obstacles. I was just told by my supervisor that no one is getting 4s, that's for "splitting the atom."

My question: what's the point of a 4 point rating scale if you can almost never ever achieve the top score? to me, it sends the message to employees that no matter how hard they work, its never good enough.

rant over.

3: if you kiss my a$$ all the time
4: if you are an overachiever and kiss my a$$.

Anonymous wrote:Sounds like they want to avoid giving people a reason to ask for a raise? Dumb.

Kinda think this…. It is a drag, and discourages and or is discouraging people from working hard.

I've never experienced an organization that does reviews well. It should be a productive exercise that helps some people improve, other people get identified for bigger things and, of course, handing out money.

Instead, most of us hate the whole process and end up with basically the same piece of pie anyway. If you think you are doing well and deserve better, go to another employer because that is the only thing I've ever seen work.

That rating system sounds much better than having only 'x' amount of 1, 2, and 3s to give.... meaning at least a few of the stellar performers receive a 2 in some categories.

Anonymous wrote:Universal truth:
No one likes their performance rating system.

Thus sayeth HR lady

Yup. And its there to justify firing people and them not being able to claim discrimination.

Honestly, the reason I hate this rating system is that meeting expectations is only a 2.

This is just another way companies abuse workers. The company pays me to do something, I do it, and do it well. My rating is still low. You are not paying me extra every day to exceed your expectations. You are not paying me when I split the atom. I don't just split the atom in an afternoon. It takes me months of effort and work that go far beyond my working hours and you do not compensate me for that. When it comes time for evaluations, you may or may not recognize the value of the atom splitting and at best I may get a bonus or promotion, neither of which adequately compensate me for the atom-splitting work I already did. The bonus doesn't average out to adequate hourly compensation for the atom-splitting. The promotion only gives me more $$ on a forward looking basis for a job in which, the company has already demonstrated that they want me to do more than is in the job description.

Ha. I used to have this system in my old position and had set goals for each metric such as "create x number of widgets per quarter." When I would create more than x number of widgets, you would think that would get a 4...but we weren't allowed to give out 4s. It is so bizarre and I would fight it every year until I realized it never really mattered.

Anonymous wrote:OP here, ratings are the basis for merit promotions. Executive leadership gets bonuses, somehow, before ratings, but this is for the rest of the staff. I am leaving a couple 4s in there and writing a justification. If they want to come down on my for supporting my staff who produced demonstrably superior work above and beyond their job duties during a pandemic, go ahead. I really like the substance of my job and my colleagues, but executive leadership is terrible here (definitely 'needs improvement').

Even if your leadership doesn't say it, they expect you to toe the line. To the extent that you don't, you put yourself at risk. If you do enough it, you'll be reassigned to stamp ID cards until you can't stand it anymore and quit.

Such a childish conversation.

OP here, ratings are the basis for merit promotions. Executive leadership gets bonuses, somehow, before ratings, but this is for the rest of the staff. I am leaving a couple 4s in there and writing a justification. If they want to come down on my for supporting my staff who produced demonstrably superior work above and beyond their job duties during a pandemic, go ahead. I really like the substance of my job and my colleagues, but executive leadership is terrible here (definitely 'needs improvement').

Anonymous wrote:

Anonymous wrote:Universal truth:
No one likes their performance rating system.

Thus sayeth HR lady

+1

Second universal truth: performance ratings are useless and almost entirely based on whether or not the higher ups like you. That's it. You could objectively be the best worker in the world in your field, but if your boss' boss dislikes you for any reason, you're screwed come bonus time.

+1000

I couldn’t agree with you more, OP. If you can’t actually give the rating ever, there’s no point in having it.

Anonymous wrote:Universal truth:
No one likes their performance rating system.

Thus sayeth HR lady

+1

Second universal truth: performance ratings are useless and almost entirely based on whether or not the higher ups like you. That's it. You could objectively be the best worker in the world in your field, but if your boss' boss dislikes you for any reason, you're screwed come bonus time.

Universal truth:
No one likes their performance rating system.

Thus sayeth HR lady

Anonymous wrote:I would push back. Stand up for your team.

This.