My manager said in 1-1 no one will get 4 or 5 rating it is rare only if you perform very very well
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Meanwhile my boss basically straight up told me 5s are impossible and my whole team would have to quit and I did the work of the entire team solo 🤣
@pf Do you know the % difference between a 4 and a 5 for merit and bonus? I have always been a 4 and now im a 5 and am curious.
@1dk7 Typically you find out mid to end of Jan and payouts is in mid March but raise starts 1st of march.
@OP I have worked for HCSC for 3 years and was rated a 4, 4, and now a 5. I dont feel i go above and beyond but apparntly I do. I have a great work/life balance and my team is amazing
What is the timing of rankings and bonus payout
I’ve received a 4 three times in the six years I have worked here. It’s absolutely possible. I’ve had a title change and good pay raises. It’s possible. The thinking is that a 3 means you are doing well in the job you’re in now. A 4 means you performed very well AND met a huge goal vs. just doing your regular job well. I will say that if you do your job well every year. Even if you have had 3s on your reviews, you are more likely to be selected for those big goal projects that result in you receiving a 4 or the rare 5. That leads to promotions. But is it a weird system and discouraging? Yes. I have never worked for a company that punishes good performers with a 3 that they pass off as a “doing a nice job!” A 4 means a better bonus and potentially a larger pay raise. It’s a demeaning system for most people.
If a 3 is just the bare minimum, this is a joke. Don't give me a 3 when I'm going above and beyond fixing things my manager doesn't even know how to do. At least a 3.7 or something!
Multiple 5’s
They’re rare but they do get awarded when it’s right.
Everyone gets a 3 because if your manager gives you a 4, someone on the team has to get a 2.
Pretty much everybody is a 3. You have to do something extraordinary for 4. A 5 is a unicorn. Don’t expect anyone to see you as more than a cog.
So. I started out at HCSC in the middle of a year 10+ years ago. I’d been having a problem interviewing because I had basically decided I wanted a new career path, but wasn’t quite an expert on the technology I was aiming for. I knew full well that once I landed somewhere, I’d put in the work and ki-l it. Just had to get my foot in the door.
Long story short, we’d moved to DFW from a neighboring state which is basically a 3rd world country for IT. They offered me a salary that was right on with where I was at the time, so I took it.
So, as I expected: Veni, vidi vici. I was godsend to the team and received a 5 on my first performance review. But, it was only because they hired me at a lower job title than I’d performed at. And, it was prorated since I’d joined mid-year so the money was hardly notable.
Fast forward 7 years later and the RTO after COVID happened, I bailed…. They immediately tried to give me the promotion that was 5 years overdue, but even that wouldn’t have matched the market rate I was seeing. So, I bailed.
I know that’s a lot, but a lot of times these things can be very complicated. I think I always got a 4, which means you perform better at your job title than your peers. Which can also mean, they’re cheating you of a better job title. Haha.
65-75% get a 3
15-20% get a 4
~2-5% get a 5
4 and 5 do increase the bonus payout but the outcome is so far out of your (and your manager's) hands that it's not worth getting your hopes up over. I've seen one person get a 5 in my time here, and very few people get 4s, even if they are doing exceptional work. Expect a 3.
Senior leadership seems fine with the fact that this incentivizes disengagement.
5 - doesn't happen. I actually know someone who qualified to be one a few years back and they adjusted his goals at the end of the year to make sure it didn't happen. He quit shortly after that.
4 - it's possible, but unlikely. Even if it does happen, the difference in your merit/bonus are not anything great. Definitely not worth the insane amount of hoops you have to jump through to get it.
3 - Basically if you are in the range of barely competent to great at your job, this is probably what you're getting.
It’s all done on a bell curve where the vast majority of employees wind up with a 3. All ratings have to be justified to a panel generally in a ‘calibration’ meeting. So getting a 4 isn’t just reliant on your manager thinking you deserve it. But your managers peers (who you may not work with) and your bosses bosses agreeing that you’ve earned a 4.