Performance review result

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anonymous

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Two or three managers report to a senior manager. Do these managers know the scores that the other managers give to their team members?
What is the scope of the bell curve? Does it apply to the entire senior manager team or just to the group of managers?
 


anonymous said:
Two or three managers report to a senior manager. Do these managers know the scores that the other managers give to their team members?
What is the scope of the bell curve? Does it apply to the entire senior manager team or just to the group of managers?
Click to expand...
Why dont you just ask your director or VP? Why would you be afraid to ask such a simple question? I will tell you - They should do calibration meetings, where all the managers review, fight about and then finalize all the ratings across the department. That way they can forced rank the team into the different buckets. I know, the company swears that it does not force rank. But it does. Wow, you say, J&J leadership are being dishonest about something as important as peoples careers?!?!? Yep.
 




anonymous said:
Two or three managers report to a senior manager. Do these managers know the scores that the other managers give to their team members?
What is the scope of the bell curve? Does it apply to the entire senior manager team or just to the group of managers?
Click to expand...
Generally speaking, no the others Ms do not have visibility. But they should.
 




My current role has given me visibility into calibration for a larger (more than 10) team. The above poster is right about ‘balancing’ the reviews. We had to identify folks who could fall into Marginal to coincide with our Exceptional. It wasn’t 1:1 (it was in favor of Exceptional) but surprising that we were forced to ID people for lesser performance reviews.
 


anonymous said:
My current role has given me visibility into calibration for a larger (more than 10) team. The above poster is right about ‘balancing’ the reviews. We had to identify folks who could fall into Marginal to coincide with our Exceptional. It wasn’t 1:1 (it was in favor of Exceptional) but surprising that we were forced to ID people for lesser performance reviews.
Click to expand...
It's called forced ranking. Manager is asked to identify the weaker performers on their team. Although submits S/S for all his employees, the ones he's identified as weaker S/S may get a S/M. At some level the curve must be fit.
 


anonymous said:
It's called forced ranking. Manager is asked to identify the weaker performers on their team. Although submits S/S for all his employees, the ones he's identified as weaker S/S may get a S/M. At some level the curve must be fit.
Click to expand...
It's archaic and lazy. No one in the industry does it as callus and maliciously as this place does.
 



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