Is it true LL6 have no say so with giving an "Above Target" rating? I was led to believe the decision was out of my LL6's hands and ultimately, the LL5 and LL4 make the decisions? Also, is there only a certain % of "Above Target" that are given under each LL4s area?
12 replies (most recent on top)
All that dose is creates more and more a-s kisser’s . Kiss a-s and you will get a better rating. The fundamental issue with the company and destruction of it.
Thank you to everyone for all of your input. Definitely, things aren't how they used to be. No wonder most of us are under so much pressure, stress, and anxiety .
In general, LL6s have less say than you think. In performance ratings and compensation. Employees aren’t rated in work groups anymore, it’s done vertically. Just like other comments, need to have LL5, 4, even 3 support or you’re sc--wed. Also have to consider organization and department - some organizations required a lot more below targets. If your org was considered under achieving, the PRs in that org have to reflect that.
I also think the townhall highlighting talent and requiring a talent and organization strategy done by July 1st answers many other topics in this site. It’s not secret that RTO is starting now to see who voluntarily quit before July 1st.
Hopefully, a current or previous LL6 will kindly provide their insight. I wonder how many TAs can be given under each LL6? Does each LL6 reporting to the same LL5 gets to give 1 TA to only 1 employee on their team? For example, there are 6 LL6s reporting to the same LL5, does that mean one employee under each team of the LL6s can be given 1 TA? So 6 teams 6 TAs one per team. Sounds like favoritism and politics.
@cua - yes someone in your work group (who you are being graded against) got TA. Perhaps there was a boss in the room during ranking who convinced everyone their employee deserved it more.
It's just mind-blowing when you're told at Interim you're "Above Target" and 3 months later on your final PR you end up with being "On Target"? I just don't get it no reasons explained other than your LL6 stating it's out of his hands. Does that mean someone else on the team ended up with "Above Target"? I would imagine every team probably is allowed to give 1 or 2 "Above Target"?
"...visibility up the chain is critical at PR time, especially for SG7/8. It’s also critical for getting stock options as well as LL6’s are not involved in doling those out."
Don't care to increase face time with anyone above my LL6 unless absolutely needed. Just want to do my job. Guess I'm out of the running..lol. I'll learn to live with it, not worth the money.
Supposedly the story was that your LL6 battles it out for you and his other employees in a top secret meeting with other LL6s fighting for their underlings.
If you’ve got a good LL6, you have a chance as long as your work stands out.
My heart goes out to the first commenter's boss
Yes, but it’s more that they get to suggest top performers and the upper LLs actual get to determine the final recipients. But the fact is, unless you have made a good impression with your LL4/5, you probably won’t get recognized as an above. I have been doing this for 20+ years and visibility up the chain is critical at PR time, especially for SG7/8. It’s also critical for getting stock options as well as LL6’s are not involved in doling those out.
no
This is most likely true. LL6 might be just the puppets of those above.
I work for another OEM and on Tuesday in the staff meeting (along with a dozen more engineers), my functional manager said everyone would get the performance rating and it was determined by HR and his supervisor (so in this regard, it is exactly the same as LL6 doesn't determine anything) hinting it isn't him. Then he showed a slide from HR trying to justify this,
Then I spotted the presentation says 60+ days parental leave will trigger automatic below expectation rating.
I said, are you aware this is illegal and you can be sued? FMLA specifically forbids this, and whoever telling you to do this can be sued, either HR or your supervisor. Don't get yourself into more legal issues, I am tired of suing you! ( I pressed many charges on him for attempted constructive discharge, retaliation, and he backed down, for now. From his recent behaviors, it looks like he is due for another bombardment of charges and litigation. Isn't this an irony that the litigation proceeding just officially starts? )
He really went quiet for a moment, acknowledging he is having legal issues with me, saying he will try to follow the laws.
He tried to save himself in desperate attempt in front of others, but I said, if you are the one giving the rating, you will be held liable for this. If there is illegal instruction, you have your legal duty to refuse, or you are part of the illegal conduct!
He really went quiet after this.
I will just take entire next week off under FMLA (I am approved of intermittent FMLA for a whole year) and he would have no way to grade my performance from his side (and it is illegal to contact for work matters under FMLA). After the middle of the week, the performance review system will grey out and there is nothing he can do. I won't even submit it so he has nothing to click. After all this greying out, the performance review will look perfect: because entire category of manager's rating will disappear and good luck argue with that in the court of law. It will be a solid piece of evidence in my advantage (because I wrote the rest in my favor with supportive documents) and too bad for those yes man managers trying to sc--w people up.
But the problem of those lower layer manager is, when it is them giving the rating, and coming to my situation (charges, litigation) the higher up gets the Get Out of Jail Free card because they don't sign their names on this, the LL6 or whatever lower tier managers do and they get into the legal troubles! LL6s or such are a pair of disposable gloves or even worse, kapo! Higher ups tend to be relatively well insulated within Matryoshka dolls, unless they are stupid enough during investigation saying a lot of illegal things then they are charged based on those statements. Too bad, too stupid, they think those investigation will never be disclosed. They forget there is such a thing of subpoena power.
Also, mysteriously, a few more coworker decided to take entire next week off, maybe due to religious reasons. Isn't this interesting.
So I guess with the information, act accordingly to your advantage. Loyalty is a thing of past, and it goes two ways. If they aren't loyal to you, show no mercy to them. Suppress them with fear in legal ways so they will learn to behave. And I am completely happy with my approach. This is all they deserve