Anyone have any idea what percentage was targeted for each bucket. I am unexpectedly NI for this year. The training seemed to indicate that a large majority of people should end up very good, excellent, and outstanding. Is that really the case? If 8% were NSI, what % NI and what % good?
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There are fixed percentages ranges in each bucket with the added rule that the min % has to be met. The main issue is HR rules rounds up not following mathematical round up rules. For example if 8% is 3.1, HR will force 4 people not 3 in NSI. Therefore if you entire assessment group is small, NSI is actually closer to 10% and NI + NSI is at its max percentage at 15%. Usually outstanding and excellent can meet their max percentage allowed and very good and good well then meet their lowest percentage allowed. So max out the 2 top buckets and max out the bottom bucket is usually what ends up happening.
Regarding the definition of the lower strata:
It is called 'Decimation' by virtually every victorious conquistador.
Usually done to the 'enemy' - 1 out of ten. The wounded and ugly.
That's the western way.
In mesoAmerica, the losing team captain would have his head kicked around the ballcourt. That seems more fair, doesn't it?
Who lost the recent board election at EM?
Still kicking other heads around for some reason.
Group 1: Shining stars and golden children with a sponsor - Outstanding 25%
Group 2: well thought of employees who are equal to outstanding but don’t particularly have a sponsor or a differential factor - Excellent 25% (above average)
Group 3: hard working, generally over a certain age but high contribution with good attitude - Very Good 20% ( below average)
Group 4: solid performer - Good ( not good enough ) ~15%
Group 5: comes to work and delivers base job only - Needs Improvement ~7%
Group 5 part 2: fall guy, doesn’t care, face doesn’t fit, NRE, did or said one thing wrong during past year - NSI ( dead man walking) - 8%
It’s “not a forced distribution” in the sense that each bucket is not exactly 20%, but every year there are minimums established for each bucket with some flexibility for the remainder.
It used to be the so-called Bell Curve distribution.
Kind of old-time statistics from military/academic and soviet days.
It was lock-step on it for decades.
More recently, it is anything but pseudo-scientific from a management perspective.
More the Bowie Curve distribution - as in 'let yourself go-o-wo-wo-whoa.'
Petty narcissism and vindictiveness are encouraged.
But with well-documented rules as well - No vets, watch your ages and disabilities as defined, some alma matters, etc.
There is a vetting process at the higher levels, but it is Diamond Dogs mostly.
In short - it's not about you.
“ Not a forced distribution…”- I’ll not be buying that nonsense after speaking with my manager. Of course they are pressured to evenly distribute.
It’s fairly close to a 20% distribution in each bucket. Not a forced distribution, but ends up shaking out that way.
Anyone else have ‘survivor’s guilt’ as they are hearing from co-workers who ended up with huge surprises?
NI here too. But my boss assures me if I work real hard, I’ll be outstanding by next year. After that happens, I bet I’ll even get a raise (in January 2023 - woohoo!).
Next year you'll be NSI no matter what you do.
NI 13%, NSI 8%. NSI is included in the 13%, so just NI (but not NSI) is 5%.
NI is the lowest % of the five groups, NSI (which is within this %) is 8%.
Signal for you to prepare to go.
Not sure how you were NI without also being NSI. Your manager must’ve really wanted to send a message - the minimum for NI was basically the same as NSI (8%). If someone took the trouble to give you NI instead of good, you must’ve really messed something up this year.
Pretty much 20 percent (give or take 5 or 10%) in each bucket, with no minimum for outstanding with distinction.
Usually the top 3 quintiles are higher than the expected totals, but this is quite common in just about any large company and was the case in the old ranking system as well