Surprisingly, I recently heard that management is backing away from the BE rating strategy. Were a lot of people rated BE at mid-year? And are there any managers or anyone else reading this who can provide an update on the strategy going forward for year-end reviews? Incidentally so many have left our team this year that even if this rumor is true, it’s too late because there’s practically no one left anyway.
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BEs are not required to have a development plan in place.
Liars. BE is justifying their reason to fire you. Full of bias with no ability to free yourself. Lies. HR supports this corruption from management. Why do you think they hired a lawyer to be head of HR? Have not heard that they will abandon the 10% BE. How can they when they use this to cut people? How do they determine who to cut? Do they give you a BE to start the process? What's the rumor for dec 2???
Isn't a development plan required? It seems like a rigged system that is setting you up to fail. Has anyone gone through this and not be given sub pay or unemployment? I heard they have been lawsuits against this.
BE do not get development plan. It still is set to 10 percent
I would recommend to not sign any BE rating. Only with your signature you approve it. If you don't sign it, it can't get executed as there is an disagreement over the rating. They will pressure you to sign. Don't do it!
HTC- correct. As a result of recent lawsuits, there will now be a documented action plan to cover the company. However, there will be no ability for the employee to actually justify the requirements of the plan. In other words, the employee will not make it off the action plan and it's only purpose is to justify termination. My advice if you receive an action plan is to use the time for looking for another job and not put any effort into the rigged system that is setting you up to fail and when you do, will not be given sub pay or unemployment.
I asked this question to management and while I was told it was not going away, I specifically asked if people who are rated BE would be given a performance plan and management stated that performance plans will be created for BE employees..
I seem to recall being told the opposite. CS is rather fond and it is not going to change.
At mid year the policy remained, and even got worse, to which some can attest. Rather than abandon this diabolical policy, it seems that the Company is digging in. Oh how I hope that what you say is true. Time will soon tell, since year end review process usually begins in October, before which managers receive the performance ratings “guidance” from HR.