95% positive KO feedback, you’re proud of the work you contributed to the team, But yet your supervisor harps on something that is out of your control. Guess I can expect another year of smoke blown up my a$$….. we over inflated inflation and we’ve decided you’re over paid…Really have you been grocery shopping lately? …Looks about time to get on a better ship!
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HR does the moving of people weeks after ranking sessions ended.
I noticed it when my direct reports’ scores were posted for communication and they were not in the order that we had finalized in the ranking meeting.
I would not have noticed if I did not have so many directs in the same rank session. I took the “error that I observed to a manager in HR and that HR manager told me that after the ranking session, HR does many statistical analyses to make summer that certain distribution targets are met. To achieve EM’s distribution targets, certain people can be given points to move them upward based on race and/or s-x, NOT PERFORMANCE.
It was an eye opener when the worst performer was placed above all his colleagues that everyone agreed had outperformed her. It seems illegal to move someone on a ranking list based on race and s-x.
HR said this redistribution is done on every rank list every year, but sometimes the adjustments are so dramatic that they are noticeable by Supervisors.
Ranking is the only category of activities in EM where lies and deceit are prevalent. Where written policies are ignored and manipulated for the benefit of certain employees.
In all other activities we are encouraged to be completely honest and transparent.
If you want to see how transparent the system is, just go to an HR Manager and tell them that your department manager told you in your performance discussion that you were the best performer in the group and he was able to get you moved up on the list just under the “High Potential” persons that had to take all the top slots in your rank group. The top of your rank group is reserved for high potential persons that must receive the top RG numbers to justify the planned career path already chosen for them, and you cannot be placed above any of them even though you outperformed them. Your best hope for moving any further up in rank is if some of the HiPos are promoted to the next rank group.
HR will phone your VP who will phone your Manager who will verbally instruct you to write to HR withdrawing your statement.
Never believe in open door policy or transparency in reporting that rules are broken. if in any way those rules are about ranking procedures.
The entire ranking assessment is not for regular employees development or benefit, it’s a management advancement opportunity. Reminds me of the NFL draft. Manager #1 to Manager #2: “okay so this is the year I’m up for promotion, so I’ll trade your 2 OWD picks for my 1 PIP pick. Next year I’ll take your PIP pick and give you my 2 OWD picks so you can get promoted and praised for managing a winning team too.” Rinse and repeat every year. It’s about their performance and promotion opportunities each year…..solely at our expense.
I’ve never seen a manager or or PA chair move my assessment without me knowing.
Super exciting to get my pte-determined NSI ranking in a few month's time!
Do not forget that Executives and HR manipulate ranking after the rank meetings.
Executives make sure certain sponsored individuals get the ranking that supports their pre determined trajectory, and HR analyzes the rank distribution for race and gender distribution.
I once had 3 employees reporting to me that ended up all in a row in the ranking meeting. When the RG numbers were posted for communication, the minority was 27 points above the other two. I knew this was incorrect so contacted HR. I was told that the minority had to be moved 27 points upward to meet the minority distributing target. This seems illegal. Adjusting a person’s rank up or down due to race is unacceptable, no matter which race.
Had to convince manager to take more risk. Courage of conviction and all that nonsense. Successful outcome in meeting.
Subsequent Pre-assessment discussion was that my rank is going down.
"Ranking results" already preprogrammed by HR/Senior Mgr. Your little supervisor just died the paperwork and executes their bidding
OP, your supervisor presents your case in the ranking session. That's it. Of course if you pi---d her off then she won't care about you. She's covering her own a-s. That's it. She won't make any effort to protect your job. But if you helped her move her career forward or helped her look good to her boss then she'll protect you during the session. She'll need you again next year. But even if she ranks you high she doesn't have the final word. HR and division managers and VPs have the final word and they can shoot you down. So yes your supervisor plays a role in your ranking but she doesn't have the final word. Also remember that Dareen needs another five billions in "structural savings" (that's layoffs). So her budget will be adjusted accordingly to pay for the number of employees she was assigned. She'll have to layoff the NSI% because she doesn't have the money for everyone. God save us all. It'll be ugly this year.
Just a reminder that the ranking system is the child of the legendary anti-worker, anti-tax paying, pro-republican, union busting Jack Welch. When you are against worker protections, don't be surprised when you have no worker protections.
Annandale management is corrupt
Just like Joe and the volcano. Looking for a sacrifice
Still determined by your supervisor who can filter anything out and who makes your 2 minute drill.
I was told by a senior manager that my career could not survive another year under my supervisor, no matter how well I performed, because of the very poor portrayal by my supervisor in the session.
vgv+1sjuerOd This is total BS that is perpetuating fear.
Your Preliminary performance category (what you are calling a pre-assessment category) is only determined by your supervisor after he/she has had all pre-assessment meetings, reviewed all KOF, and determined a rank order based on a series of factors including:
meeting expectation of your R&R relative to your experience AND relative to your role
Behaviors you exhibited in accomplishing that business result
influence outside of your role
magnitude and value of your accomplishment, etc.
The problem isn’t your supervisor. The problem is the ranking system.
Heck, my Supervisor AND my General Manager are both in my ranking group and I'm the senior technical guy who keeps their sh1t running day after day. Really charming system. Oh yes, I told them I'm retiring in June. Don't need the big bucks any more, HR I'm sure is pleased. Going to a smaller company with lean staff and real bonus system. Can't wait
I am in the same rank group as my supervisor, who gives me advice and direction on my PDS and career. You do the math.
Conflict of interest much???????
I remember when EM put a huge focus on the technical ladder and promoted a lot of purely technical staff to high CL levels.
This turned out to be a ploy to populate the higher CL rank groups with padding for the bottom 2 quintiles.
They actually put Senior Project Managers in the same rank group as a Senior Procurement Advisor and judge their contributions and rank them against each other. These two are given extremely different opportunities to contribute so should not be judged against each other.
This becomes even more critical when the 5-8% mandatory PIP is obliterating technical professionals.
So we lose good technical professionals while even the worst Senior Project Manager is safe from PIP.
Supervisor/Managers shouldn’t be in the same ranking group as their staff. They should have a separate ranking group. It’s finance it’s disgusting how and little upward mobility because the ranking groups are huge from CL 20-CL27. And the CL26 CL27 supervisor managers are protected. Especially if they are on the younger side
Can your supervisor be at the same CL as you? If yes can totally see this happening
@jru. It’s the age old question. Does the system mold these types of people or does their inherent personality attract them to these types of roles.
I see both. The power hungry type that would throw their mother under a bus and pretend it did happen or they had no choice. But also the reluctant ones who get su-ked into supervisor role and can’t find a way out after it’s too late.
Your Supervisor has already determined your fate before reading the KOF and PDS.
Your pre-assessment submitted by your Supervisor carries more weight than your actual contributions/performance.
If you are not liked by your Supervisor or if you are a direct competitor to your Supervisor, you can easily be dropped in Pre-assessment and instantly you will no longer be a threat, no longer be a competitor for the same position, and potentially no longer be an employee.
There should be a system of punishing supervisors that are seen dropping their direct competitors.
It is impressive how each supervisor has learned the scripts and techniques for this.
Either that, or narcissistic pettiness is just a quality all supervisors must have.
Mean girl attitude, y'know.
The truth is everyone have spectacular KOs and PDS summaries, the only differenciating factor is the sponsorship.
If you jump ship the best option for your teammates is May 17 letter with May 31 effective date so you are the tribute