Just encourages everyone to stab each other in the back
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There was a comment earlier about psychopathic / sociopathic traits in mgmt -- a complete disregard for employees affected by arbitrary VSP /ISP/ ERP -- just pawns in a chess game - which is how mgmt views employees. Echo that comment..
Let's also remember that FLM, SLM, and TLM really have no management skills. They are over glorified engineers who were promoted to these positions with absolutely no people skills. I assume the theory is that this is strictly OJT. I have certainly not met any FLM in Intel that have leadership, project mgmt, resource mgmt, budgetary, planning skills that are necessary to be a successful Fortune 500 mgr. So each employee will need to strictly document everything they do and have their mgr sign off each are because if you don't the mgr will do/say anything they want to downgrade you even if not true. They are truly puppets in an evil system.
BK and his minions are only doubling down on this with the stealth BE's (S+SSL4/5) that became ISPs the last couple of years. Recently, even too many S/SSL3 in a row are no good as it will get you a (forced) VSP in many cases. It will only get worse going forward with quarterly pass/fail focal system, granularity will now be on a quarter basis instead of yearly.
Really, BK and co. know no better since they are managing the company more and more as a factory/sweatshop. This system has already driven lots of good people away and will only keep damaging morale and pitting employees against each other in an epic backstabbing match.
Welcome to the Hunger Games!
It has been well-known outside of Intel that the performance management system is a dinosaur, one that other tech companies gave up because it sets people against each other. Instead of teaming up to 'defeat' a problem or take on external competition, the competition is all inside, against your own coworkers. A few groups actually experimented a few years ago with a non-Focal system but BK, ever the factory manager, did not want to see it expanded and it was reinstated (in spades) throughout the organization. As a result, you are competing against your own team mates for rankings and ratings, and so even if the entire team are good performers, somebody has to be in the 15 percent that gets the lower ranking, no matter what. That's the penalty you pay for a forced-bellcurve style of performance system, combined with the outdated assumption of 15 percent turnover or trimming from the bottom up each year. Might have worked in the early days of the semiconductor industry but not now. This past two years is the first time I saw that consistent 'Successfuls' got ISPed anyway.