Work reviews - forced rankings (1 Viewer)

[elguapo07]

Mid-year reviews are upon us and I'm hoping those that manage people can elaborate on forced rankings by companies. My company has 4 levels: below, meets, exceeds and outstanding.  Not sure what the % ratio needed per each level but if you are a below its basically a death warrant. Layoff time they start with to the belows, raise and\or bonus time you're out as well.   

I realize there is always low hanging fruit but at the % suggested by mgmt?  Or is this just their way to justify layoffs?  

insight is appreciated 

 

[Scoresman]

The day my company does something like this is the day I hit the job postings. 

 

[Ignoramus]

From what I have heard from other companies there's usually a set % for each tier. They don't want every employee coming in as "top performers."

 

[Ilov80s]

The day my company does something like this is the day I hit the job postings. 

I agree it’s bush league. Our Michigan GOP Congress has made this the law for teachers though. There’s no set % though for each tier... yet.

 

[RJS113]

Exceeds/Meets/DNM

20/70/10

 

[Ralph Furley]

In general, performance reviews are used for two primary purposes.  Identify those employees who are out-performers that you would like to promote and retain; the other is to establish documentation to move out the under-performers.

The key driver unfortunately (and this is due to labor laws and attorneys) is documenting under-performers.  Without these mandated reviews, it's legally more challenging (and expensive) to move out the dead wood.  

 

[belljr]

I literally left my last company because I had to do status reports weekly and so goals "on my own time"

 

[Fishboy]

Exceeds/Meets/DNM

20/70/10

I'd say it's more like 10/85/5. Or that's how I see my current team of 50+. 

And that may be a stretch at 5% not meeting. Any good manager should have them on a performance plan or already out the door if they aren't meeting. 

 

[Mr.Pack]

Ours are 2,3 and 4

2 - you go on probation

3 - 99% of workers land here, standard raise

4 - outstanding and a bigger raise

Last year I got a 4, this year I'm losing my job due to company being sold.

 

[kevzilla]

I don't know anybody who got a 4 last year. I got 3.2 and I practically walk on water. One would think that would be more highly prized in a Catholic healthcare system.

Our fiscal year ends Saturday, so we get to do our self-reviews next month. Neat.

 

[MAC_32]

From what I have heard from other companies there's usually a set % for each tier. They don't want every employee coming in as "top performers."

Set percentage? Good lord. We are a small organization so it's different, but I helped get rid of ours. We are in the lower bracket when it comes to pay, so under performers just don't climb then eventually leave on their own. 

 

[flranger]

I'd say it's more like 10/85/5. Or that's how I see my current team of 50+. 

And that may be a stretch at 5% not meeting. Any good manager should have them on a performance plan or already out the door if they aren't meeting. 

Very close to ours as well.  Seems like 15/80/5 for us.  Been that way for about 10 years.  National company.  Insurance.