My manager has put review comments I am not agreed upon. We had almost 2 hours discussion with no conclusions. What are my options?
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True. I've seen non-inflamatory posts and posts that don't name non-C-Suite Disappear.
It depends on which site moderator is on a RAG M3nstruating looking @ the posts.
Some moderators are obviously from Citi's favourite demographic.
Someone got 4, what else there to lose
careful, the moderator likes to rage bait.
Had anyone ever experienced success by fighting with manager/HR over rating? It's a lost game already
But the rating will still be visible even if you don't acknowledge
@11v while everyone here in the portal busy judging mocking others, I really like your response. May not be fruitful as we are in sh---y but still Thank you
Enter comments refuting the parts that you disagree but don’t submit acknowledgment.
If you are willing to risk retaliation or a bumpy ride for a bit, contact your HR person and tell her/him and share any misconduct on the part of your manager. If your manager did anything that breaches policy, HR is obligated to escalate this to the Ethics Office.
Good luck and push back if you can!
Agree citi hr and ur manager wont leave a stone unturned to blackmark you
Consulting lawyer may affect the future employment
Anyone consulted lawyer? This is just beginning of wrongful termination
Is it normally higher band having discussion first? And then the leftovers for the vp and avps? Year end comment and discussion.
My YE review will be quite unique this go around. My action plan for next year is to get the f@ck out of Citi. Should you need to lay someone off, go ahead and select me maybe it’ll help someone one else out to keep from being let go.
Quit
What is the point of delaying?why to delay, what can be achieved by that
Unfortunately, your manager won’t change the rating however, u can include comments and acknowledge that you disagree with the feedback but HR doesn’t care
@hn is that you Mr. (Biased , no brain, Micro) Manager. I will,but till I get have to rub my a$$ here
Hi guys,I have a problem,we are only 3 people in team, one has put paper (internal), another going for long term leave.. basically I am the only one left,my manager went for 2 weeks leave,we had a private discussion before his leave(not year end one though) but I understood that he is going to sh-t on my year end..but the problem is he didn't even schedule a discussion or gave rating anything..coming back post new year..why this trick..
get a new job
@c7 Ethics Hotline with Conflict of interest or Other, there's no category of difference in opinion on evaluation
@dt Those are already on a promotion track a year or more before the promotion (typically.) This excludes paygrade promotions that take place out of cycle in order to retain someone and also job change promotions.
But, to answer the specific question as to 'when' - it is typically 2 times a year (midyear and year end).
@d3 yep.
How/when they decide promotion?
Ok but how about the rating of the manager's(svp/D)? Is that known too by them in October?
@a8 Ratings are pretty much set in stone by October - it's just the way it is. This is to establish the curve so the number of 1's, 2's, and 3's can be negotiated amongst each org's leadership in collegials. Once (as a manager) you're instructed (by your D/MD) which of your 1's, 2's and 3's you're allowed to keep and which ones you have to change in order for another person to keep their 1 or 2 - that is all locked into the system by end of October (no changing it).
So, when you're having your year-end discussion with your manager in December, just know, that rating was already in place 2 months before.
In otherwords, when you have your review and you [if] do not agree with your rating level (even if you can defend it with receipts) your rating is not changing.
What is the sequence for the discussion is it MD,D,SVP,VP,AVp or reverse? Is manager's discussion with his manager is over?
Leave brother. Start the external job search now. Start putting your feelers out. What’s the worse that could happen? Leave for the same pay, leave for more pay, just leave and move on to something better.
1) Don't acknowledge the review. It won't change your bonus or raise but at least for the record that's your dissent
2) Don't bother with HR
3) If you believe you have enough documentary evidence to challenge the comments and/or rating, you can open an Ethics case via their hotline or portal.
4) Quickly send a note out to your manager summarizing the discussion you had with them and noting that you disagree with their evaluation and the reasons why as discussed with them
5)Find a new job, preferrably outside of Citi
You can try but unless you have supporting documents or evidence to over turn it those comments and notes are staying
You can contest it with HR but be prepared to have documentation to back it up.
No,manager can't acknowledge
If you don't acknowledge,ur manager will acknowledge it and close it
Ratings cannot be changed now. The only thing you can do is put your feedback and counter argument into the comments when you acknowledge it.