If you feel you didn't deserve a 4 rating due to bad management experience and them trying to make you look awful. Do you have to acknowledge the 4 rating on workday? What happens if you do not acknowledge you had the talk?
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So, to bring this back up- I think the question is if getting one or both failing grades on your annual report card guarantees 1) the start of the disciplinary process/PIP within the coming weeks, 2) a summary dismissal, or 3) that you will be RIF'd when the next demobilization occurs.
Personally, if I failed, I would be at peace with a RIF, the work isn't challenging and the communication on my team is grossly poor. I am assuming that I failed because the communication broke down on this one big project I was put on, and the lead took it over because he never clearly communicated the requirements.
For a controller that has dozens of endpoints and dozens of functions and objects for logic, 30 minutes of uninterrupted stuttering and like 4 or 5 one-line Jira tickets are not "clear communication". Especially when you ask for in-depth updates, get them, and ignore them for two months. The project itself isn't directly based on business need and exists solely because of the need for the bank to avoid prosecution for illegal activities in the bank.
I'm fine with what happens next if I'm not getting fu---d over. That means substantial non-working notice and the 12-week severance that relatively new hires who make over $100,000 a year are entitled to. I asked for accommodations for ADHD. Two of the three accommodations basically boiled down to my asks being assigned to me in a professional manner. The two accommodations were regular updates/1:1s and clearly written and detailed instructions. Closest I got was twice a week scrums that my supervisor was late to half the time and the recording of conversations when asks were presented and that was on my last small assignment after communication already had broken down on the main one. The third one was for an extra WFH day. They tolerate that, but they clearly missed the boat on the other two.
Right now, there's a code freeze, but I've been totally idle for a week.
I mention all of this because I'm hoping that this "oopsie" will end up with me passing the review because I don't get blamed or that I fail, get blamed, but they don't try anything summarily or disciplinary as a result without scrutiny.
The statistics are very few employees survive a PIP, something like only 10%. If you get a PIP you must undoubtedly and immediately start job hunting externally. A 4 Rating is a Failure Rating and automatically precludes you from being eligible for internal hires or transfers to other departments at most Employers. Basically, the only way to survive a PIP is to find and get a new job immediately. Forget about any chance of staying at Citi and move on. It's the Citi Titanic anyway on its way to bankruptcy.
4 means PIP, I’ve seen folks come back from it and continue on at Citi for years. But you have to learn and complete the PIP and show that improvement. I’ve also seen a 4 just a formality before bring terminated ( not a lay off).
Either way, your manager should be having these discussions with you about next steps and what needs to be improved. If not, proactively ask them.
Totally agree. What about if the rating is a 3,4? Is that still considered a high risk of bring laid off?
So is a 3, 4 completely bad?
Been with citi for only 1 year and that's what I got. Don't think I deserved it but does that also put anyone with that rating at risk for layoffs?
As others have posted, HR is NOT your friend or ally. They work for the Company, and Not even for the CEO. HR and the Legal Dept. will protect the Company at all and any cost even if the Company is blatantly wrong. It's their job. That's why employees need to hire their own Employment Lawyer. Never trust HR. AND be aware NOTHING you tell them is confidential. HR is FEARED NOT liked, admired or respected.
4 is never a good thing. You can contest it..Will it do any good? Mb..if you can prove your manager did it for zero reason
Good luck
- 1- The short answer is: You need to find another job. There is no way around this -- trust me. You could still transfer internally, but it will be difficult unless your manager is not well liked. Definitely start applying elsewhere immediately and consider that you are at high risk for being let go in a few weeks. I doubt your severance will be affected.
- 2- Compare it to your mid-year. Was there anything substantially negative in there? Did you receive any written warnings this year that suggested you might get a 4? If no, then you should dispute it, at least via comments in Workday and in an email to your HR rep, but keep in mind HR is useless and will invariably side with your manager.
- 3- Even if you dispute it, you still need to find another job!
Post ID: @quo+1q5ggouN Whomever down voted going to an employment lawyer, is obviously from HR. Don’t listen to them.
Post ID: @OP+1q5ggouN Just be ready for either you getting laid off or some kind of reprimand when there’s a reprimand. I think HR and your manager keeps some kind of file on you and every number of months I have to go over with you what the issues are and if you’re improving if you’re not improving I think they can get rid of you with cause
I was just laid off after beginning of this year after being here 30 years. every single year I got ones and twos but the last year I got threes I didn’t question it and I didn’t care because I wanted to be laid off and I saw the writing on the wall so when I was laid off, I acted like they gave me a Christmas present and smiled and said great I know they wanted me to quit, but I waited them out for a few years so I got my Severance, etc.
Another big thing to remember is HR is not your friend. When I didn’t get a promotion a few years ago I complain to HR. I knew it wouldn’t do any good but I wanted it on the record anyway when I called a second time to say something, I could hear my HR rep typing as fast as I was talking. I stopped talking and asked her if she was typing what I was saying she said no that she was sending out an email. But as soon as I called her on it, she stop typing.
Always be on your guard and have proof and don’t get upset. If you do get laid off the big thing is that you get severance
Post ID: @OP+1q5ggouN Another big thing to do is to go back and print out every single rating you’ve got since you’ve been here to prove that you’ve never gotten a four before this would help if you go to unemployment attorney
Post ID: @OP+1q5ggouN don’t acknowledge it at this point, but if they force you to make sure there’s a spot in there that you say, you totally disagree with this rating and explain why
if there is a spot to download documents, give your proof. What I would ask is what did I do differently this year to get a four rating when my other years I got a three rating or whatever you got let them explain why your numbers went down.
go back and make a list of all your accomplishments this year and if you have any emails acknowledging your good work. print everything out including the year end review see if an employment attorney will take the case if you don’t wanna spend the money just keep all the documentation in case you get laid off and they don’t wanna pay you severance and unemployment. Basically, the biggest thing is to have back up documentation
Don’t be afraid to speak up because it looks like they’re setting you up to leave. I think when you get forced, you’re kind of on some sort of probation you have to fight back.
Also, hire an employment lawyer. Not just any lawyer, but someone who specializes in employment law in yiur state or country.
Getting a 4 means no merit increase or bonus. It also means you cannot apply for other positions posted internally. By association it also means the person rating you believes you are the JaMarcus Russell of Citigroup, unfortunately.
What happens if you don’t acknowledge rating on workday?
If laid off within upcoming announcements would that rating have an impact on severance pay?
Polish your CV and look for a new job
4 rating is not a good sign and you should prepare to have written statement and combat the rating providing evidence and justification. don't acknowledge and have a true discussion to convince manager and HR to change.