I have so much anxiety being here, I have no idea if I'll survive.
Seems like everyone else is just doing really well and I am struggling apparently.
9 replies (most recent on top)
For those who do not work at Ford, stop writing no-sense. Per direct comment from a HR rep to whom my wife complained for not getting TA rank after all the work she did. The HR rep told her that LL6 have total freedom to give TA to whoever they want regardless of their PR. My wife has a copy of the PR of the person who got TA, he LL6 was sloopy and gave it to her by mistake. As long as the LL5 were in cahoots with the LL6, there was no chance to change the rank. My wife went to complain with her Chief Engineer and she said that she could do nothing. My wife got bitter for the unfairness, the person who got TA was a TWA for many years and a college classmate of the LL6 and LL5. He was lazy, with a wrong attitude, never worked extra hours to fix his quality issues and the LL6 always covered for him asking other colleagues to help.
My wife asked friends of her who were LL6 and they confirmed her that the PR process is rigged. LL6's favorites get TA or FCG's selected by LL5 and HR.
Do not drink the cool aide that PR process is transparent, it is not and it never has been. Play the game, if you are not FCG, do not expect to be rewarded for your work, working 80%, or 100% or 120% does not make any difference if you are not one of the chosen ones (FCG's) New PR systems is designed to make it harder to get any chance of TA or whatever name it is now. Even if you meet the screeched objectives, as long as there are people with a shinny start above, they will get the best PR evaluation.
@1zdd+1o3apHdi I was in a leadership position for years. Tried to bring up pulse responses so many times only to have someone move away from the topic via strawman, red hearing or simply a power move. "Yes, we need to work toward those but today's discussion is for [some other bull that they JUST made up]. No agenda for what they were talking about, though subsequent attempts to get it on the agenda always failed.
They don't care because their leaders don't care.
Always had to write my review at LL6 and GSR level, so nothing new here. SMART objectives help immensely with this and hopefully you and your leadership are aligned. I usually only add some specific areas of guidance, feedback and heaped some praise whenever possible to my reports review. It is a good thing and okay for everybody to be doing well in an area as there are lots of excellent Ford workers. Focus on your specific contributions and skills used and you will be fine. Nobody wants to hurt anybody at Ford. If desired, the battle for Top Achiever is difficult and your direct supervisor should have a clear understanding of what makes you the top in both Quality and quantity of contributions to be a TA.
You should be fine in your writings. As long as you didn't spell Santa wrong. How does that go?? Dear Santa.....
Honestly do they even have PRs in Mexico or India? Since the goal is to make it a easy as possible to move our jobs there why would they put up any roadblocks!
I have always found PRs as more of a check the box concept. Just like the pulse surveys that they pretend to care about and in reality nothing changes.
Traditional PR review, based on the layoff/srd in the last 4 years, means NOTHING to your possibility of being laid off in the next round. Your ki--A-- skill is more important. Make sure you evaluate that critical skill on your review.
yeah i was always confused by the whole 'write your own performance review' idea. i think for apparent mid range employees it is not so critical. it gets critical if you want the top rating (e.g. gunning for promotion) or if you are at the bottom 'needs to improve' level. i say apparent mid range because a lot of those guys are awesome but wont get the top rating sometimes because of corp politicking as we all know. (the chosen ones need to get the best ratings so they can have a paper trail for their promotions). and now we know that those dismissed dont go by performance anyway, so...
If you have to write what you did, that’s a sure sign of your manager doesn’t think you are doing a good job. Just look for another job and move on. You have your whole life ahead of you. Just because Ford isn’t a good fit doesn’t make you unsuccessful. What makes you unsuccessful at Ford will make you highly successful at another job.