I see many posts on people getting unfair below or partial meets. Has anyone ever fought an on track mid year? My Review goes on and on about going above and beyond and doing outstanding work but than rating is an on track.
8 replies (most recent on top)
You should not take BNY ratings personally.
My department has staff-members, after being employed here 12, 18, and 24 months, that still do not know what they are doing and who create similar errors daily. These individuals are meeting expectations. No coaching. No performance review.
Blind leading the blind.
It’s impossible to be exceeds because the bar has been raised and the great things we are all doing, well they expected we would do these things greatly and therefore we are only meeting the great expectations they had for us. Closing this out by saying just because you are doing a great job and got rated as “meets” in the prior year, since the bar was raised you may be partially meets or below for the first time in your career.
Don’t hate the messenger, hate the game!
My review had same wording for above and beyond for EOY, but because sr. mgmt said we can only have a certain% of people getting exceeds, my sc-mbag mgr marked me meets in one section and then said “oh that should have been exceeds too oh well”. He knew wtf he did. This place is a dumpster fire thanks to the foreigner in charge now
You don't get exceeds on any of the reviews unless you're up for promotion
@ck The reality might be you are either up or down, but they expanded the ratings this past cycle.
It's rare to get an exceeds rating. My manager told me mine was turned down two out of the last three years (I did get it one year, and got a 4% raise).
I don't even care any more as long as they don't try to put me in the 25% below quota. This mid-year was on-track to meet expectations, which is what I expected.
There are so few of us left that I don't know how they're giving out below expectations to anyone.
At the same time, they convinced one key person to stay another six months, and tried to hire back a manager who quit rather than give out fake ratings. Funny how that works.
This person "blathering" knows more than you. There are more options for the mid year starting this review cycle. To the op, I would say there isnt much you can do. It's mid year, share your concern with your manager and let it go. Managers are only allowed to give 10% of staff an exceeds rating at end of year, so he/she is probably keeping it status quo for the mid year given this.
What are you blathering about? If you actually worked here you would know the only 2 possible outcomes mid year are on track or off track.