Thread regarding Bank of New York Mellon Corp. layoffs

I have always treated my self assessment as a record for myself. I basically write a book. That way I have a record of my work in my own words that I can refer back to when updating my resume or interviewing.

As a manager we do have to submit ratings well in advance of adding comments. You have an idea by then someones performance all year. And we do get told only a certain % can be exceeeds ehich means you have to choose wisely. Again you already know who does what but it is bs cause you’re being blocked from giving exceeds to more if you want too but your senior mgr is told same sh-t about us too. Its pathetic. If they want to save money, stop paying then close high cost locations like PA and NY who su-k anyway

To summarize, this is how it works:
C level folks say the number to cut for the next round.
MDs and their directs gather who is the target and pick names. Performance is not the sole criteria. $ saving, who they like, seniority, etc all play a role.
Then your immediate manager has to come up with points to justify the ratings.

At the same time, stupid you write a long list of self assessment points. During the meeting you hear your are partial or below for that one point that makes no sense. You would also think someone can come up with similar "areas of improvement" for anyone in your team and how come you got the rating for this point. You are absolutely right.

You simply don't have any other options tonight this system. This is how many corporations work and HR would have done all legal reviews to ensure this is legal. Who cares about ethics or morals?

Yes managers submit ratings before we submit our comments. Us writing up our achievements is a waste of time. The whole process is corrupt and the bank is toxic. They don't care about employee wellbeing.

Jesus Christ. I thought the forced ranking was disgusting, but this is even worse. What a dishonest and disingenuous process. I don’t see how any company can operate a review process like this and then turn around and lie to your face about caring about their people and career growth.

Yes, the managers have a meeting before reviews. We are told who will be BE or partial for rating and who will be promoted if anyone. 10% have to be rated BE across the board. You’re correct your write up doesn’t mean a single thing since the rating is submitted weeks before.

Do the minimum, keep your head down, do not do any overtime, complete your 1 hour training weekly, follow RTO rules and pray your job isn’t being moved to Pune.

Next round of layoffs is the first week of February.

Yes, all people managers are required to submit the rating (exceeds, meets, below, etc) by early October every year. Mid October through mid November your ratings are reviewed by upper mgt and they tell people managers how many need to be changed to meets or below. People managers are forced to rate some people worse based on the bell curve imposed on us. Our recommendations for promotions are shot down or slashed. Then they let us play with raise numbers for one week in early November before they lock it in. (Raise pool is 2% X total salary if all staff reporting to you. To reward anyone more means robbing Peter to pay Paul). Well before writing reviews.

Your review is your way of capturing your annual achievements for a resume.
Every year I make an effort to add my own write up and update my resume. Keeps it current - also I prune more than five year old information.

Who cares about what managers think. They have already made up their mind and my write up is not going to alter it. It is for my benefit. Otherwise I will never update my resume