Bottom 10 - Needs Significant Improvement
11-20 - Needs Improvement
21-40 - Good
41-60 - Very Good
61-80 - Excellent
81-90 Outstanding
91-100 Outstanding with Distinction
8 replies (most recent on top)
There is a lot of discussion about the efficiency of the process. We ALL know that the process is SUBJECTIVE as HELL!!! The impact this year is that it effects the life's of many ExxonMobil employees. If you look at the changes to the rank groups (i.e. 3% to 8 - 10% "Performance Needs Significant Improvement") and the amount of comments that many have never been informed of being at risk, it is quite evident that this is a "LAYOFF" by a company that supposedly has integrity as one of it's core values. Might as well way your hand over the sensor and flush that one down the toilet!
The difference is the ranking within buckets. In the old system, every person was ranked in a line (the seriatim), from top to bottom. This resulted in a lot of debate over people with very similar rankings. In the new system, those very similarly people can just be lumped in the same bucket and not argued over, saving a lot of effort that wouldn't have changed anything anyway.
To the comment about how this is more efficient, Less wasted company resources in making the entire corporation the same distribution. It would literally take 2 more months of CL 27+ deciding how to people.
How exactly is the process more efficient than in the past?
It’s still force ranking with lesser c-ap..
is this distribution forced? 10-10-20-20-20-10-10, kinda looks like the old quintiles?
The process this year is SIGNIFICANTLY more efficient that previous years. I'd says millions of dollars of being saved in the quantity of discussions versus previous years.
Isn’t that still ranking? Anyway, why does the management spent so much time years actually) and resource, to tell them that what they had been doing is correct. Gosh..