Citi should not block someone to move out when a 4 rating is intentional.
27 replies (most recent on top)
If the manager and resource are not on point of agreement and resource is not submitting.. what would happen?
My MD once accidentally said Trim instead of Tim and then corrected himself quickly and I looked around to see if anyone grinned.
I am a Director and there is no way I would hire someone who is a 4. I haven’t had the opportunity come up. I guess maybe they just don’t send them to me because maybe they are blocked. However, I still wouldn’t. You have to be doing pretty darn bad to get a 4. I have only seen 2 people in the past two years in our org get one and we have about 130 people.
Talent Acquisition can see employee ratings, its a check that is done, so why ask you. If someone is a 4 they check if its a PIP and if not, it is confirmed eligible to progress. Who was you recruiter?
The poster may be Lying or pulling your leg. I never hear TR mention Trim anywhere, in any forum or meeting.
@ef I missed that. What did Tim say about Trim? Inquiring minds want to know…
@be You sure? Tim Ryan has commented before on "Trim Ryan" for a laugh - MDs know of this site - it's THE top hit in Google searches for Citi layoffs.
I don’t think once you get 4 submissions matters, anyway it’s going to be pip or fired how does it matter?
@bh I know someone that moved with a 4. You’re wrong.
Ok what happens if you don't submit.. what is the end of it?
Not sure about contesting, there's no calibration review even I believe
Just curious, just understood from one of my ex colleague in my previous company there used to be something "employee can contest the rating" never used it but it's like questioning manager "validate/prove this rating" and employee can counter it..in Citi nothing like that? If there what is the process? And if it's already a death sentence at least make your manager life he-l before exit
https://finance.yahoo.com/news/600-paramount-skydance-employees-quit-170547513.html
Fortune Magazine:
600 Paramount Skydance employees quit instead of returning to the office, and it cost the company $185 million filings show
The problem for Employers that use this tactic is that the Employees with In-Demand skills and knowledge will be the first ones to Quit and find a New Employer.
Companies are sh00ting themselves in the foot by using RTO, Forced Lower (If you're actually a 1, 2 or 3, Managers are told to Lower your Rating by 1 Level) or 4-Ratings and other strategies as Backdoor Layoffs so that the companies do Not need to pay severance or pay less severance. RTO etc. will and does back fire.
The In-Demand Employees with skills and knowledge are what a Dog Bank like Citi needs. NOT the Dregs Ret@rds that remain because they can Not find a new employer and can Not do better than Citi.
by Anonymous
@bb You're correct. 4-Rating does Not automatically equal a PIP. But it does block you from transferring internally.
I know for a fact because I transferred internally last year, and one of the questions I was asked by HR is that I'm at least at 3/3 and NOT a Rating-4.
As the others posters stated, Rating-4 is a de@th sentence.
@b9 lOL at this stupid post. leadership is definitely not checking this site. I’m only here to troll the trolls..
No, it doesn't equal a PIP. Many people move with a 4 rating since the policy change a few years ago.
No, there is no clause that says you can't move with a 4. Go to the internal mobility site, it states you must not be on a disciplinary or PIP.
But if you would rather listen ill informed commenters, so be it. Honestly, just go look for yourself or ask HR.
TBH it surprises me more that you guys are shocked or caught off guard. Of course Citi would resort to such tactics. It’ll all be summed up with corporate jargon yada…yada…but sure they’d do it. It is after all…..Citi.
Trust me when I tell you, they are laughing their @ss off over this. Watching people sweat it out, posting on this board over it all, logging into work earlier and earlier, working harder and harder hoping that it’ll make a difference and knowing it won’t. They are literally rolling on the floor with laughter over this.
@1am
Since Rating 4 is PIP the only way to remain employed is to find a New employer.
As a PIPPED employee, you're Not allowed to transfer internally. And the PIP is setup so that the employee will fail the PIP anyway.
Management and statistics research shows 90% of employees who are on a PIP get Fired anyway because of the PIP. There's only a 10% survival rate.
Even if you're Not placed on a PIP with a 4-Rating, in most companies including Citi, you are blocked from and Not allowed to apply for new internal jobs.
A 4-Rating is literally a De@th Sentence. The only way to remain employed is to find a New employer. Or you can wait for Citi to Fire you because of bad work performance. Your severance will be less than a RIF severance, but at least you still get severance.
And as long as Citi does Not contest your Unemployment Insurance benefits filing (most companies will Not due to lawsuits or bad publicity), you will receive UE benefits until you find a new employer.
The more I think about this the more this whole thing disgusts me. Sr management telling managers to lie about end of year ratings and to rate employees a who are actually "consistently achieves and sometimes exceeds" to "needs improvement". People who are actually doing their job well, but based on an EMT math problem need to be rated much lower than they are actually performing. Not only demoralizing, but wrecks their Citi career. Immoral and a complete contradiction to Citi's "values" that we are supposed to live up to. Disgusting.
The goal is to create an adverse environment enough so as to have as many people leave on their own accord which is far cheaper than a severance payout.
Never and I mean never make the mistake of thinking that Citi cares about you, your feelings, your situation or your work life balance. I don’t think there’s been a word invented yet to describe how little Citi cares about such things. Thinking otherwise will set the stage for a major let down for you.
I don't think mid year has anything to do with it,mid year always mix of good bad, and I also don't think it's difficult for the manager to justify it specially this year ,they will simply say that higher management wants the rating to be -1 ..and how to contest it?? With any documentation you won't be able to prove anything they will keep moving the expectations (having HR on their side)
When you post for roles part of the criteria is your last rating. I have been asked by HR if my last review was at least a 3/3 when posting. If you not performing in your role (a 4) then why would you be allowed to move? If you feel the 4 is not justified, contest it and have your documentation ready. Your mid year should give you a sense of where you are in terms of rating. If you are on track for a 4 there should have been clearly outlined things in your mid for you to correct. Now if your mid was great, they would have to justify with evidence why your rating feel since then. This stuff should not be a surprise. I imagine it's probably difficult for some managers who have their staff ratings at 3/3 and above to be told they have to drop someone. This is from EMT. Vile.
If the resource is getting a 4 ideally they won't be able to clear anything and if they are able to that answers who should move out
Some a$shole to safeguard their own clan will decide the move out so that they can play along with more $hit
I don't think so at least never heard of this pip clause , isn't it automatically comes with a 4? anyway if the manager already giving 4 rating would definitely give pip too
Pip or not, no hiring manager is going to hire you if your last review was a 4. It's a death sentence. And I do think it's stated that you cannot post for roles if you aren't at least a 3/3. BTW, the 4 rating is to drive you out and cut headcount, not to move you around.
It is only blocked if you are on a PIP.