HR guidance is not to peanut butter - rate to a curve but still everyone gets a 3. Extra effort be damned.
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That is true. For someone to get 125% someone else needs to get 75%.
HR guidance is not to peanut butter but they assign managers a merit and API budget, and generate a warning if you award anyone over 100% of the recommendation. So if you award anyone less than 100%, you’re leaving money on the table for your boss to reallocate elsewhere, and if you award anyone more than 100% you have to explain why your team submission includes “warnings”.
Makes no sense. The HCSC Way.
@dn are you being sarcastic?
Good for you if you got a 4 or higher. But the reality is it’s also luck because upper management needs to approve them despite how hard your manager might go to bat for you. There can only be so many 4s and 5s.
I have never been rated anything but a 4s or 5s. Dont expect to get that doing the bare minimum. These are the ratings they give to people they see as leaders and who they are looking to promote in the future. They are the employees who speak up, help coworkers, looks for better ways to do the same work that leads to more accurate results or saves the company money. If you want to be rated as a stand out you need to stand out. Its not about being a brown noser either. I disagree openly with my management. If you have a good Team they do not see this as a bad thing they see it as someone who cares, is involved, and isnt scared to speak up. I dont know how it is in all Teams of course. I have an amazing Team and management above me. I am outspoken in nature so I do not feel like I do anything above and beyond but apparently i do compared to my coworkers.
We've been told the rating system promotes competition between coworkers. Is this competition between coworkers under the same manager, group of managers, all teams under the director level? Who are we really competing against so I know who to share my info sessions with...
Dale Earnhardt was a 3
This procedure was created by Hewitt associates over 30 years ago
It's used by many companies.. Along with putting pool tables and other games it a break room
They want you to work all day long and eat lunch your desk
For a 3
@jy absolutely they do
Hard work = 3
@nf spoken like a true communist. Saying things like "learner". Companies need to have folks that work harder and have better ideas and feel they can say that without fear of looking bad to "HR" who are not hired for business knowledge. Your post is so sc--wed up.
@jy absolutely. Happened to a friend.
@nf this a a giant load of cow plop.
@nf does this apply to Maurice?
@dn I’ll take things that are not happening for $500
Human Resources has to go in an review who got the fives and fours. They look at the blue pulse survey and decide if there is organizational alignment. Lets say If you are a 5 rated by yourself and your manager but actually hate the company and the insurance industry, Hr is not going to want you moving ahead to a leadership role. You have critical work and developement to do. Someone who is capable but has bad intentions is a recipe for disaster.
In another view, if someone is interested in helping change the organization and is optimistic but realistic about the industry’s shortcoming and is average in skills but a learner, perhaps they deserve a 4 or a 5 to further promote their motivation.
Its not all about what you do, its your mindset and attitude as well. This goes for leaders as well. Dont think that leaders get a pass. If they are rated low on the blue pulse and everyone hates them, dont think they get a 5 just because they whipped their team into pushing out delivery of work.
@jy yes. we were told not to submit our ratings bc HR needs to go in, review, and make changes where they see fit.
@jz It is usually the second Friday of March.
When are bonuses set to go out?
@c0 excuse me what?? They do that??
@OP HCSC has abandoned ratings based on merit...
@bg Of course you could have an entire group doing 4-5 work. If you hire mediocre team members you get the results. Wake up.
@c0 I have not met a smart HR person here. So fu--ing d-mb.
@gw you must be a liberal....keep everyone the same. No matter what each person does. Equity was demolished. Move on
It’s the performance management bell curve approach. Concept has been around for a while, used by big companies like GE etc. It is connected to the budget process for merit increases. Another poster said the company is looking into different approaches. That’s good news!
When you hand out 4’s and 5’s, you are
Not just handing our possible higher compensation but giving promotions. Dont do that, stick to the guidelines.
Dont choose the next generation of leaders, let your directors and vp’s choose.
Imagine giving your direct report a 5 but promoting a 3 later that year. Would everyone on your team quit the next day?
People discuss their ratings at lunch
@fv same I was told, point blank, not to give 4s to my direct reports and that HR was going to review everything and change anything they didn't feel was "accurate" even though they have no idea what folks do throughout the year. seems legit.....
In our division we were told we can only give 3 as the max. The small handful of available 4s are reserved for people higher up the food chain.
Josh Akovenko has been asked to
Lead a workgroup to review the current rating process and make recommendations on changes that more closely aligns performance to compensation.
If you feel you are a 4 or 5 and are given a 3, would that not indicate that leadership doesnt value you?
Its a terrible system for managers and directors, as they get to hand out notices to their employees on how they are not good enough.
4 he is jolly old fella
@c3 Facts!
All comes down to favoritism and how much your manager/supervisor likes you. You usually need to be the loudest to be noticed more. In my department we have a big loudmouth that doesn't add any value to the team, but he always gets good ratings just because he is the manager's favorite.
the fact that HR goes in and changes leadership ratings is...bonkers.
@a1 correct. I've been rated higher than a 3 multiple times.
Everyone doesn't get a 3.
Now, does everyone in a dept get a 4 or 5? No, but that's silly. Everyone in a dept can't be doing 4/5 work because there is always disparity in ability and aptitude, no matter how good you personally think you are. Just reality.
The only people who think everyone gets the same rating also want universal income and have an ai-generated picture of St-lin in speedos hanging in their bathroom wall so they can gaze at him while sitting on the toilet.
Only people who’ve never been rated higher than a 3 believe this. I gave several 4s this year.