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Last year I received a 4 out of 5 rating. 5 is outstanding, 4 is excellent, 3 is Good, 2 is needs improvement and 1 is not satisfactory.
This year I received 3.6 out of 5. My overall score was rated as an excellent employee because of rounding. I received a mixture of 4s and 3s to get the 3.6. Last year it was all 4s.
Curious is this a big deal that I got a slightly worse review from last year? I have much more responsibility now as well. Also Last year we had a high turnover and it was me and 2 temps. Now the staff if full with perms with tenure of at least 6 months. So less raise money to go around?
Last edited by jobseeker2013; 02-25-2018 at 11:36 AM..
Curious is this a big deal that I got a slightly worse review from last year?
Do you have the same manager? What did they say when you asked what, specifically, you did differently that brought your score from a 4 to 3 in certain categories?
Only the answer from your manager can give any indication if there is something to worry about.
Curious is this a big deal that I got a slightly worse review from last year? I have much more responsibility now as well.
I would not think a big deal. Mine dips whenever I get a promotion or new job responsibilities. Learning curve, I don't expect that I will be considered outstanding until I've had time to master the new aspects of the job. To me a mix of threes and fours just means I still have areas that I can learn more about, that's not necessarily a bad thing.
So hard to say. Even though they say it's performance based, our managers work backwards from how much funds are available to get the score that justifies the payout given. My conversation with my supervisor this year went like this:
Sup: Quick sign your annual appraisal, I'm late for a meeting.
Me: Ok, how was my work scored?
Sup: Your score was a 1. <in our system a 1 is average>
Me: So what did I do wrong?
Sup: Nothing, your work is excellent.
Me: So what can I do to this year to improve my performance score?
Sup: Nothing. There is nothing you can do to get a higher score. Gotta run.
As information leaded out of the supervisory meetings (as it always does), the payouts were decided before the process started and supervisors matched the scores to the payouts.
That sounds normal to me. Hopefully your manager goes over the review with you and discusses the areas where s/he would like you to focus on improving, and you work together to draft a plan to work on those improvements.
And, if your company is like mine, fives don't exist unless you happen to be a miracle worker of some sort that single handedly increases profits or saves the company millions of dollars with your ideas, lol
OP - not much you can do, aside from switching companies if you feel like you are not recognized properly where you are now.
Quote:
Originally Posted by tnff
As information leaded out of the supervisory meetings (as it always does), the payouts were decided before the process started and supervisors matched the scores to the payouts.
^ Exactly. I used to be a manager at a computer megacorp. In Nov-Dec, managers would meet and decide on the appraisal results of the staff, for the following year. So your rating was pretty much set almost a year in advance.
^ Exactly. I used to be a manager at a computer megacorp. In Nov-Dec, managers would meet and decide on the appraisal results of the staff, for the following year. So your rating was pretty much set almost a year in advance.
LOL I call BS on that.
It's literally impossible.
Maybe you're confused about the term Metrics versus Results?
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