Does your department follow this unwritten 20% rule?
How many times can a person get low rating before PIP kicks in?
Is the expectation that 20% who gets rated inconsistent will leave ?
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Post from TheLayoff.com
If only that were the case. Director levels do not care how many displacements, gotta hit a percentage.
Managers get distributed on the curve as well
Make no mistake - in my group, my manager is explicitly told how many people have to rated inconsistently meets. There is absolutely a forced distribution.
At one point there was a presentation you could access on Teamworks and probably forgot to lock it down. It literally showed a bell curve and how to give ratings accordingly. So yes, it was written and I would bet their are HR people that would agree.
My manager tried to give me an inconsistently meets rating for one report where the pivot data was off. It was caught and had no effect on anything. I immedately explained I would be looking for a different position and she couldn't understand why. I was then told there is a specific methodolgy she had to follow so I know they have to give this rating to someone. All I know, the managers get 30 - 60% bonus, who is giving them the curve?
The rating system here is a joke. It's only purpose is to demoralize and encourage people to quit. Management has to fight like he-l just to get a great employee an exceeds, and there's always a push, from the second that rating is allowed, to bring that person back to a meets next review. It's a Fing joke. Giving people that ratings they have earned could fuel job satisfaction and employee loyalty, but all HY cares about us tanking morale and getting people to quit. Our execs are failed business leaders and even worse human beings. F every one of them.
I have been inconsistantly meets for 4 years after 12 years of meets or exceeds. The reasons? I did not CC an assistant on one email, was not successful in making a fellow associate do their job in another department, when you are new to Control department, it is standard to be inconsistent meets for at least 2 years, once sent an email for approval to the wrong manager, one spelling mistake on internal 400 word document etc etc. I called them out on it and they said I was right that is not material items to even list on job review but still I deserve inconsistently meets cause they said so. The new manager said I do not know the business or what I am doing. I have been in brokerage business for 25 years and she just 18 months. I have 5 licenses and she has not one license and does not need to get any. She told me a 529 plan is for retirement. I am suggesting to her that I get a 6th FINRA license.
Not a written rule but expectations are over large quantity of employees 5/15/60/15/5
HR Policy says no forced curve but the senior execs and above demand it so… good luck surviving in that lob if you tell your mgr hr policy.
No forced curve ?
My manager is oh so happy to do this to make bonus. She does not give a sh-t.
The policy if you read it explicitly says no forced curve. There is calibration across managers, which on paper is a good idea.
If you’ve already done layoffs, including some who were rated Inconsistently Meets, you should not have to move the goalpost on survivors.
Yes!!!
I got on a PIP in my first year, 5 years ago. Never again after.
managers M2 M3 have to distribute 5 to 7 directs
I actually think it is a written rule somewhere. I think it's closer to 15% though. It goes 5, 15, 40, 15 and 5.