Sorry if this is a d-mb question, but I’ve been with Aetna for four years and consistently receive a rating of 3. I feel like I’m one of the top contributors on the team.
I’ve noticed that some team members don’t even turn on their cameras during small meetings (less than 8 people), and it makes me wonder how performance ratings are determined.
Do people actually receive a rating of 2 here, or does most everyone receive a 3 — even those who may not seem as engaged?
A lot of people leaders give everyone a 3 regardless of performance. I’ve been told this by MANY people leaders who have been in their role for years. The ones I challenged on this were assertive that they would give nothing but a 3.
It’s all relative because a manager that will give someone a 4 or a 2 will end up being forced to give the employee a 3 during calibration anyways.
The entire thing is a joke. It’s almost as whisky washy as executive objectives
@ay What address did you use to send a letter to HR? Ironically, I was going to go to HR a few months back, but held off, trying to take the high road. I was going to call HR, but it probably is better to put things in writing along with some backup documentation.
@qn haven’t been here anywhere near as long as you think. Fully aware that job hopping is the best way to get larger raises quickly as well. I make enough to live comfortably though and have a good work life balance with where I’m at. My manager doesn’t hound me either. There’s trade offs with everything. No guarantees I’ll have a similar social situation with a new company that pays me an extra 20% but expects me to put in 50-60 hours a week to keep up. Like I’ve stated in my other posts - corporate life is a game, just gotta figure out how you want to play it.
@pw i bet youve been with the company over 20 years and think you are simply lucky to have a job. Go to Travelers as a Agile Manager make 30k more a year. United 20k more for QA. The list goes on. The old school mentality is why this company doesn't give people what they actually deserve . They know they brainwashed you to believe you have a job just be happy as you are replaceable
My manager did not justify my bonus percentage.
@hw no I’m not a manager. I’m in DDAT too. Can’t speak for other org structures but I’ve generally felt mine has done what it can to take care of its people. Also fully understand that not everyone has the same experience and that a message board such as this will typically lean towards people who are unhappy.
@hw , I agree with gv up to the point of having a manager help me move up. I clawed my way up. Otherwise I did get 4s and 5s but it wasn’t enough to stomach this corporate culture longer term.
@gv lol are you w manager? Everyone knows this is absolute be. In DDAT people are doing the work for 3-4 sometimes 5 roles and not getting anything above a 3. That's why so many FTE's retired. They’re completely burnt out. On the other side there's the offshore folks not working their 9 hour shifts but fetting coddled by their directors. Thats reality like it or not.
Received a 4 once and learned the 0.5% additional pay increase was just not worth the effort or additional hours worked.
there is very small difference in MIP payout, between getting a 3 vs a 4.
Your performance rating is based on not just the work you do but also social factors. It’s a game unfortunately. Your org is also limited with how many 4s it can give out.
As someone who’s gotten multiple 4s and even a 5 once - you need to perform duties above your role and also understand who the right people are to say yes to when they ask you for help. This likely means you’ll feel underpaid at times but good management will recognize it and help move you up.
Someone help me grasp how a camera would impact your performance?
Are you serious? Like turning a camera on should affect your rating?
CVS has middle school cliques and not even elementary school understanding of compensation as a tool to drive results and productivity. Said clearly - they plan for, pay for, and get mediocrity. Outstanding performance colleagues learn fast it’s not rewarded and move on.
In order to get anything higher than a '3', you need to be in the "good ol' boys club" or part of "her" group (one of her favorites). Earning an award doesn't even get you above a '3.'
People's leader here, most common is a 3, I think you should ask your manager what you can do to achieve a 4 or 5 next year. Check in every three to four months, keep track of your goals, and consistently remind your manager...
I am a high performer and have been consistently getting 3 performance rating, salary increments, and 18% Bonus. Last year 2024 Performance Evaluation, I received 2 performance rating. I wrote a strongly worded letter to the HR and the Legal not accepting the low rating. Three months later, my director was TERMINATED.
Your boss needs to be able to objectively justify anything higher than a 3 to their leadership, who is then responsible for “calibrating” ratings to stay within the allotted budget. Which means you can and likely are also being rated against peers outside of your immediate team but still within your overall department, and even if your boss submits a 4, leadership can knock that back down to a 3.
I’m oversimplifying, but the more people given fours mean more people getting twos. So unless your team/department has a lot of poor performers warranting a 2 or lower, you need to really stand out to get higher than a 3.
Nearly everyone receives a 3.
Whether you turn on the camera or not has nothing to do with that.
The most productive I've seen never even turned on the camera once.