First time going through the year end performance review process. How are the different buckets (A&I, GC, BR and DR) defined / ranked? Are the different buckets weighted? If so, how are they weighted? Trying to understand if two exceeds expectations and two valuable contributor would be considered a good ranking.
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Does 4 EEs mean a promotion or a bigger bonus/raise?
@gcu, what was meant is that someone who happens to be below the midpoint (for whatever reason) who is also a lower performer that year may get a higher increase than someone who happens to be above the midpoint (for whatever reason) who is a higher performer. Not that someone is below the midpoint because theyre a low performer.
In other words, the objective is to have people close to the midpoint, and since salaries don’t usually decrease, it’s easy to move up to the midpoint than move away from the midpoint once you’ve reached it
Being below the mid-point does not mean you're a low performer. There are multiple reasons to be below the mid-point. Use your brain and think about your behavior for a minute.
@ddu+1vVxi40a group with multiple years of 4 exceeds is Operations. Yep, it is absolutely group/org specific.
To the question about supervisors deciding bonuses. Yes, your PSG has a target bonus range (min and max percentage) but within that your supervisor has a bucket of money at their discretion to spread amongst their team. So if you want to be at the top end of your range, your supervisor better like you.
@lho, bonuses and salary increases are at the supervisor’s discretion and are only loosely connected with ratings. Whilst this gives the supervisor flexibility, it also means there’s no “budget” of ratings that can be allocated in a team - a supervisor can give everyone EEs, but then give everyone midrange bonuses and merit increases, which obviously sends mixed messages.
Last couple of years supervisors have been asked to justify more EEs, but it’s made it so hard to get an EE that the extra effort just isn’t worth it. Especially when EEs don’t mean bigger bonuses or raises.
Also, you’re right about salary bands. Low performers who are under the midpoint for their PSG will typically get higher merit raises (as a percentage) than a high performer who is above th midpoint.
I also had my 1st PMP as an experienced hire recently and was told 2+ exceeds is what is expected for promotions. I really hope the PMPs mean something at least because I worked hard this year to prove I'm good enough to continue to be here. I was also told the further below the mid-range you are, the larger your raises are but I've got no idea what kind of raise it translates too. I also don't fully understand what is meant by the poster below who mentions that your supervisor decides your bonus. Does each PSG level not have a target that is considered met with a VC rating with the CIP determining how much of that bonus you actually get? Like, this shouldn't be all that murky on the bonus side but I guess I have no idea.
Our supervisor told us “effort will not be rewarded “. Okay M8 message received, I’ll manage my effort going forward :-)
Same as “dismayed” poster, I went out and got feedback including from 27+, all of it really positive, 4 VCs
It's just all a con trick to get people, especially graduates, to work twice as hard for next to no reward
Similar experience here. Fantastic feedback from all of business. Zero interest in accomplishments from superior all year until PMP time when he suddenly knows everything of my achievements, 4 VCs. I’m out.
It’s a waste of time and paper exercise. My feedback from my manger, “you had a great year…. I didn’t think we’d be able to achieve XYZ but thanks to you we did …your development of X has saved xx”. also my manager “4 valuable contribution”.
FFS
The important thing to remember is absolutely none of this matters. It’s performative nonsense. Take whatever ranking they give you, act gracious, say thank you, move on with life.
LTIP (at PSG 23 and above) is that completely random ?.. I want to say no but I want to know from supervisors who know what's directions on this ?
The PMP was changed to prevent people from being able to compare themselves against others? It's intentionally murky, undefined and allows for no correlation for promotion or bonus. The We Lead explanations can be interpreted in too many different ways. It has become a paperwork exercise of no value.
Mommy, if I got 2 As and 2 Bs, am I a good boy?
Can someone with 2x valuable and 2x exceed get same raise and bonus as 4 x valuable.. yes. WD gives a range based on these ratings and supervisor can put on on lower range with high ratings or High end of range with lower rating and 2 of the guys maybe similar in raise.. I want to say these ratings matter. 2x valuable and 2x exceed is pretty decent rating especially now that there is pressure to not just give away exceed..
Next year it will be only DR - like the good old days
If you have received 4 exceeds please list your group (ie. It, scm, ops, etc). I have a feeling the number of exceeds is extremely group driven. It’s pointless at this point.
The definitions are EXTREMELY well defined in the We Lead overview material available on the intranet, like to a nauseating degree. Each category does not carry a different weight, although if you su-k on deliver results expect more questions as to why because ideally that is where you actually DID your job. The four behavioral rankings are extremely discretionary by group and supervisor so I wouldn't put much stock in how many of each you get. 2 and 2 of valuable and exceeds is "meh" by my personal standards but every employee feels differently about it so make your peace accordingly. Depending on your BU, many orgs gave their leaders unofficial (and wrong) feedback that there were too many "exceeds" across the enterprise and they needed to be more prudent in their rankings. I'd expect a lot of 2 and 2s accordingly. 3 exceeds is a decent year and 4 exceeds is a good one. Many cr-ppy supervisors will artificially rank you down one during the mid year and then make it sound like you "improved" by year end so they get to claim they fostered their growth and you hear what you already know about your own performance. Realistically, all that matters now is the bonus amount your supervisor decides on for you and whether you get discretionary LTIP (at PSG 23 and above). Since We Lead rankings are not tied directly to bonuses and raises, I've had a year where a direct peer and I got the same exact bonus but I got 4 exceeds and he got 2 and 2 so they are honestly irrelevant as far as compensation is concerned.
Has anyone NOT signed their PMPs?
My manager is completely worthless and weak-willed and has ZERO people skills to inspire and should not be a manager. When a new person came on last year, he was utterly overwhelmed because the trainer undermined that new person. My manager did not work with my project lead to help create a smooth onboarding for new person where my time would be adequately available to both groups.
He also puts in ZERO effort to move my career in the direction I want and I basically want out and told him so. Only reason I got the special project was due to the project lead and he basically had to say okay.
He also gave one of my projects to another co-workert to do while he has the remainder due to monotonous day-to-day work.
I do not think I deserve an "expects more" on one of my tenets and want to fight back on principle since I got one last year. Also, there is a different manager who rides roughshod over all the other managers to get better bonuses for his team. I'm tempted to either sign or not sign and next time the employee survey comes out, I give 1s on manager trust and skills development.