The genie is out. Management wants you to submit a pre 9-block so they can look across the company and see the approximate quantity in each block. They then can look at how much they want to put on the table and reverse out the range for each 9-block. Yeap, most individuals do not know there is a range in every block. I had to move someone from the upper elbow to 5-block to satisfy a curve. HR has the audacity to say in the meetings there is no curve. Watch out for the lower elbow if it is not warranted because you will have more work to create a PIP and then waster time monitoring it.
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Blocks don't really matter when it come to layoffs IMHO, as a consistent Block 1 or 2 for over a dozen years I was canned in August of 2020 (Block 2 at the time, really bad year for Aero) after initial shock it actually turned out really good in my case as I was planning to retire in 2022. I got covid unemployment for extended period, the severance package and lucky to have a hon Pension to begin. Loving retirement, :-) thank you Moneywell
I did personnel reviews, MRR and 9 blocks for years. Every year someone would tell me to adjust or change a persons rating. A VP once told me they didn’t like one of my employees so they needed to go into the elbow even though I had them in block 2. I fought with HR over it and finally agreed to place them in block 5. And as a consistent block 1 or 2 employee, I suddenly dropped to 5. The whole block process is a joke. And the VP who was rated a 2 by their boss is suddenly let go a year later for doing unethical things. I would never recommend Honeywell to anyone seeking meaningful employment.
You must be from Aero engineering team as this group are the earliest to start in putting out year end block ratings at the start of Q4. Its the same each year where right after the mid-year HPD is done, the year end block ratings have already been determined. So, your performance for the entire year is determined only for the first 6 months of the year. Silly? Well, it is. Maybe the corp. HR team should go investigate whats really happening with the Aero engineering team and probably save a few lost souls over there.
8% is the magic number to stick with having people on elbows leading to PiPs. Come what may, anyone stuck without that magic number are themselves put on PiP for failing to demonstrate the courageous hobeywell behavior. Never listen to what people say on townhalls about no PiPs. Its a lie and every year the supervisors will have to cough it up.
The post started from Intelligrated. I wanted everyone to understand the "man behind the curtain" 9-block so when they hear it from HR they can decided fact or fiction.
I've been a 3-block PIP.
Extra work to be removed was a waste of time
Doesn’t matter about being ‘warned’ prior to mid year that you’re going to be on the outer block - or even at mid year! I got PIP’d last f— minute and I was always a 2 for years! So yes, anything goes apparently - so incredibly glad I left.
OP: Are you a new manager?
That is how it always worked in aero. In fact, you have to decide on the outer L candidates prior to mid year review so you can make sure they had mid year warning to improve before you 9 block them at the end of the year.
Like all processes at HW it is a money grab. Plan and simple. Move out the older higher medical cost higher paid and bring in low cost region labor. I would expect lots of layoffs this year before the 401 payout. BOLO
Unethical BS!! HHell is the worst!
Seems this post must definitely be from AERO engineering organisation since they are the only ones that I know of that has already put in their block ratings this week.
So, one shouldn't do less or more of what they are since one's performance has already been determined
Does it matter? It will only cause your manager to spend an endless amount of time to put you on PiP only to state that you've made through the entire process to be back on track. You'd never be having to be worried about be put back on the outer elbow after a few cycles when the musical chair starts back again.
Its a farce and a complete waste of time that most larger organisations had already removed completely.
I remember HR saying with a straight face that there were no curves as were balancing out the nine block.
It just reinforced what I already knew about the kind of people that are not n HR leadership.
If you had some volunteering to go outer L, that was like gold.
One of the last meetings I attended at HW was a ranking meeting with the entire leadership team of my department. The head honcho went down the list and we managers and directors stated where we felt each person should be. Then there was a pause and others were able to put in their two cents for each person that might cause them to be shifted to a different box. Some of that made sense, as we were a global department with team members on multiple continents and couldn't always see everything going on, but it was too fluid and subjective of a way to ensure that every block's quota was filled according to the mandate from on high. Any issues that would cause someone to be moved to a lower box should have been brought forward long before this meeting so the employee could be given time to improve before this day of judgment. A callous and broken "system" that I was happy to leave.
They have been force ranking the nine block since 2006 when I first was told to adjust my rankings. And every year HR says No forced ranking. BS!
I’m down years we needed more elbow people even when I had a team of only 6 people.
Yes but, what happens when there are only a few people in a unit? Or the unit is extremely short on people? Does the distribution still apply? I am a continual 5 block and I've told my boss that if he needs to put someone in the outer L, pick me. I really don't care and if Hineywell wants to cut me, go ahead. I've got other opportunities.
It's a method of keeping the hamster wheel spinning. Completely designed to move out the old and higher paid FTE's and replace with In-D-ers.