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Re: Job Evaluation
Old 12-14-2005, 09:19 PM   #21
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Re: Job Evaluation

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Nords - This is an excellent essay from Scott Berkun.* I'm going to bookmark it.
I've spent hours on his website... his book still hasn't arrived at our library but it'll be interesting to see if it catches on with the submarine force, especially in shipyard!
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Re: Job Evaluation
Old 12-14-2005, 10:46 PM   #22
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Re: Job Evaluation

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It is all a game during the working hours.* Who smiles the most, who complains the least usually wins the game.* *The annual review process is a formality and the raises are usually pre-determined.*
You are one smart lady, Ginger

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Re: Job Evaluation
Old 12-15-2005, 07:32 AM   #23
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Re: Job Evaluation

The consensus opinion is that I should not pick any fights with my supervisor.* Good advice.* I'll have to endure the short-term pain of sucking up for the long-term pleasure of FIRE.* The best revenge is living well!
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Re: Job Evaluation
Old 12-15-2005, 08:04 AM   #24
 
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Re: Job Evaluation

A job evaluation that you do not agree with should contain your personal comments and not a blanket acceptance.

In many cases this review may be just a paper trail to be used for dismissal or re assignment.

I have had several negative reviews in my working career, beinghe most successful person within that organisation based upon measurable parameters, but in several cases it was a weak person trying to eliminate potential rivals for future positions.

Life is very much like Survivor, the strongest and best are sometimes voted off so the weak may win.

In the US most people spend their time managing their careers rather than managing their job.
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Re: Job Evaluation
Old 12-15-2005, 09:01 AM   #25
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Re: Job Evaluation

Nords, thanks for the link to the article on Bad Managers. It's a great essay and I'm still digesting it.* Sometimes I think my supervisor is just a symptom of the "corporate culture" at my workplace.* I was hopeful that this might change with new people in top positions, but I am less optimistic now.

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Re: Job Evaluation
Old 12-15-2005, 09:38 AM   #26
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Re: Job Evaluation

Ouch.* About 10 years ago here the HR department thought it would be a good idea for the employees to rate the ‘team’ ‘leaders’ and ‘managers’ it was endorsed by our executives.* We were even told we could replace our team leaders if we decided to do it as a team.* It was a hilarious failure.* The employees were brutally honest as opposed to previous organizational evaluations using the number scan sheets.* More than a few team leaders were on the hot seat and in a face saving attempt by the upper management, they were moved elsewhere.*

Next year and all of the following year we had various flavors of organizational evaluations, but no more ratings of team leaders and managers…* As Ginger said “The annual review process is a formality and the raises are usually pre-determined.” and as far as I was able to figure out there were no repercussions.

I don’t believe I work for a typical organization, but figured I’d share the story.* Maybe you guys will enjoy this interview with the honest boss, http://www.hallmark.com/wcsstore/Hal...ds/nfg1969.swf

Cheers,

Chris
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Re: Job Evaluation
Old 12-15-2005, 09:52 AM   #27
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Re: Job Evaluation

That interview is so funny!
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Re: Job Evaluation
Old 12-15-2005, 11:54 AM   #28
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Re: Job Evaluation

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Originally Posted by LOL!
We have job reviews and performance evaluations.* I review several folks who work for me.* *It can be tough for folks on both sides of the desk.* I would not want to be in your shoes cube_rat.

Our company also has anonymous suggestion boxes.* Why not put your original post in a suggestion box?* Or send it anonymously to the head honchess?
I have been doing reviews of employees for many years. It is not easy especially with all the "help" you get from HR and management where the "flavor of the month" evaluation program is dumped on middle management with no say in the matter. Add to that the relative inability to rate people truly objectively or to provide real wage increases beyond a few tenths of a percent from one person to another. Oh, and if a realy good performer is a long term employee that has chosen to not be promoted or cannot find a new job due to headcount restraints, then that person may not even get an increase due to being too high in their salary range. Average salary increases this year were 3.5%; the spread between a really good performer and an average one was directed to be 1-2% from the average but in reality due to a limited amount of merit increase funds, the real amounts fall much closer to the 3.5 %. This is done to prevent a person who is doing average work from getting no increase to be able to supplement a larger increase to someone who is doing somewhat better work. If the system was really intended to reward outstanding work then there would be no caps on the total amount of money available; just the percentages allowed for a specific performance rating.



It is hard to provide much motivation for anybody with these systems.
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Re: Job Evaluation
Old 12-15-2005, 05:10 PM   #29
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Re: Job Evaluation

Yes, performance review is a formality. Your raise, if any, has already been determined before the onset of the review. Management has already determined the amount you will receive even before they ask for the feedback from others and your accomplishments for the review. It's your responsibility to be in aliance with your boss and coworkers and to perform PR (raise visibility) about your work at all times.
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Re: Job Evaluation
Old 12-15-2005, 05:30 PM   #30
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Re: Job Evaluation

What then is the motovation to be a top performer? 80 Hours a week and **s kissing for 1% more. Or just be average and do a good job and work 40 hours. Do what you are told. When they get rid of you because your job is overseas or whatever it will not matter how hard you worked. You are caught in the system and there is nothing you can do. Can't compeat with wages 10% of what you make.
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Re: Job Evaluation
Old 12-18-2005, 06:46 PM   #31
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Re: Job Evaluation

I am a long term observer of evaluation and selection processes. From a statistical standpoint evaluations have little/no impact on pay. Exceptions: sustained superior and sustained stinkers who receive top/no increases several years running.

Evaluations do impact movement (promotions), however, if the selecting official uses them. Often the internal grapevine knows managers who give weak evaluations to good performers to 'lock them in'.
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Re: Job Evaluation
Old 12-18-2005, 07:56 PM   #32
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Re: Job Evaluation

I think evaluations can not specifically help you.* Everybody within reason gets a good evaluation.* OTOH:* Evaluations can definitely hurt your raise or promotion.* A bad one, and usually, you're done. The military had a problem, a few years ago, with what they termed "creeping inflation" on performance reports. My entire career, both military and corporate, I was rated "outstanding."* Even I don't believe that, but I had to be because everyone else was.* Mega-Corp eventually mandated that only a small percentage could be "superior performers".* Of course, of the number of superior performers, it was also mandated that diversity quotas had to be met.* This called into question the validity of the entire process.* After all, quotas are quotas.* I do miss all of this.... NOT!
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Re: Job Evaluation
Old 12-19-2005, 11:30 AM   #33
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Re: Job Evaluation

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... Mega-Corp eventually mandated that only a small percentage could be "superior performers".* ...* This called into question the validity of the entire process.* After all, quotas are quotas.* I do miss all of this.... NOT!
Regression to the mean.

I think they have value for managers who cannot discuss performance issues with problem performers, beyond that it is a frustrating exercise for both employees and managers.
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Re: Job Evaluation
Old 12-20-2005, 08:59 AM   #34
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Re: Job Evaluation

We have three ratings at our company: NI (need improvement), Valued, Outstanding. Over 90% of the people get the rating of "valued." if you do a good or excellent job. If you do an excellent job and take on additional responsibilities in another area outside your job (possibly in another department or group), you may receive an oustanding rating subject to availability.

I have never received an outstanding rating even though they told me that I have done an excellent job and expanded my role. I am not surprised at all since the only way to receive an outstanding rating or a promotion is form an alliance with your boss, the boss's boss and coworkers.
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Re: Job Evaluation
Old 12-20-2005, 09:04 AM   #35
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Re: Job Evaluation

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Originally Posted by Spanky
We have three ratings at our company: NI (need improvement), Valued, Outstanding. Over 90% of the people get the rating of "valued." if you do a good or excellent job. If you do an excellent job and take on additional responsibilities in another area outside your job (possibly in another department or group), you may receive an oustanding rating subject to availability.

I have never received an outstanding rating even though they told me that I have done* an excellent job and expanded my role. I am not surprised at all since the only way to receive an outstanding rating or a promotion is form an alliance with your boss, the boss's boss and coworkers.
Screw that. Not worth the effort. When I have been in that kind of organization, I have generally been forced to job hop in order to get appropriate market valuation. That being the case, it is doubly not worth the effort.
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Re: Job Evaluation
Old 12-20-2005, 09:14 AM   #36
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Re: Job Evaluation

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Originally Posted by Spanky
We have three ratings at our company: NI (need improvement), Valued, Outstanding. Over 90% of the people get the rating of "valued." if you do a good or excellent job. If you do an excellent job and take on additional responsibilities in another area outside your job (possibly in another department or group), you may receive an oustanding rating subject to availability.

I have never received an outstanding rating even though they told me that I have done* an excellent job and expanded my role. I am not surprised at all since the only way to receive an outstanding rating or a promotion is form an alliance with your boss, the boss's boss and coworkers.
Yeah, we have something like this here at work.* Everyone is subject to the bell curve and if you're on the cusp of "above target", you're forced ranked into the "on target" category.*

I gotta change my avatar, Ms. Chesty is beginning to annoy me...
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Re: Job Evaluation
Old 12-20-2005, 09:20 AM   #37
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Re: Job Evaluation

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I gotta change my avatar, Ms. Chesty is beginning to annoy me...
If you fancy dreadlocks, I'm willing to share...
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Re: Job Evaluation
Old 12-20-2005, 09:25 AM   #38
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Re: Job Evaluation

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If you fancy dreadlocks, I'm willing to share...
Although your avatar is very cool, I'm afraid I wouldn't look good in dreadlocks
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Re: Job Evaluation
Old 12-20-2005, 09:45 AM   #39
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Re: Job Evaluation

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Yeah, we have something like this here at work.* Everyone is subject to the bell curve and if you're on the cusp of "above target", you're forced ranked into the "on target" category.*
If they really used a bell shaped curve, you would have more like 70% of your people fall into the acceptable category while 15% would be outstanding and another 15% would be marginal. The curve is not normal (pun intended) because management does not want to admit they retain 15% of their workforce that they consider marginal. Also, they don't want to pay (reward) the other 15% at the top either. So, they constrain the system to have only 5% of the whole working population that could be considered as outstanding while the middle group expands to more like 90% leaving a very small "needs improvement" group at the bottom. Here you either must demonstrate you can walk on water in a consistent manner while juggling multiply priorities while having your head up your bosses @ss all at the same time.

The extra 1-2% increase is not worth it to me so I do as little as I can get away with and still fall into the middle of the herd and get my cost of living adjustment merit increase every year.
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Re: Job Evaluation
Old 12-20-2005, 10:04 AM   #40
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Re: Job Evaluation

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Originally Posted by cube_rat
Yeah, we have something like this here at work. Everyone is subject to the bell curve and if you're on the cusp of "above target", you're forced ranked into the "on target" category.

I gotta change my avatar, Ms. Chesty is beginning to annoy me...
Point #1: Please don't change your avatar. It gives an entirely new meaning to "livin' large".

Point #2: Someone recently mentioned on this or another thread about the problem of inflated ratings on military performance evaluations. In the early post-Vietnam era of the mid 70's, the military decided to do something about controlling this problem. And at the same time, the new performance rating requirements would put pressure on those getting lower ratings to leave the military, thus help reduce the numbers of officers in the military, since less cannon fodder was needed after our "withdrawal" from Vietnam. It worked for me.

The system provided four levels of ratings, with a "1" being a walk-on-water type (what almost everyone got before the new system was implemented), and a "4" being a dead-from-the-neck-up type. Each officer was evaluated by his immediate superior, then the next level and finally at the Wing Commander. Each rating level had a quota (think funky shaped bell curve) that allowed a maximum of twenty-something percent "1's", forty-something percent "2's, and unlimited "3" or "4" ratings.

I was a junior officer "flying a desk" in a "career-broadening" assignment (another get-rid-of-them program the USAF came up with to encourage pilots to leave) when my first annual performance evaluation under the new system took place. My immediate superior gave me a "1" and gave a "3" to one of my fellow officers in the unit, who had a little problem with alcohol and sometimes was late for work...or didn't show up at all. My fellow officers and I had pulled multiple duty to fill in for his absence many times. The only reason this particular officer hadn't already been escorted out the front gate was his choice of drinking buddies. He spent his nights at the officer's club bar tossing down several cold ones with the Wing Commander. (Coincidentally, the WC eventually got in hot water and retired after getting caught having an affair with a female student at Officer Candidate School, which he commanded. And she wasn't even that good looking... )

You can probably see where this is going, but by the time my rating left the Wing Commander's office, he had downgraded my "1" to a "2" and upped his drinking buddy from a "3" to a "1". That was the icing on the cake for me and I put my papers in and resigned my commission after putting in just over 8 years.

As you can no doubt tell, it left a bad taste in my mouth. :P
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