I just have copilot recycle my PDS write up from the prior year. It doesn’t matter what you put down. The assessment meeting outcome is already determined and won’t change based on what you write.
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The only benefit to being thorough with them is it’s a great reference for a resume. I have a download of all prior year accomplishments and ChatGPT can quickly update my resume using this download as a reference if I want to tailor it to a specific role I’m looking at.
no one reads them anyways
I write mine, regardless of who reads. Goals, accomplishments, even a few words about the people I've worked with (KOs).
Some people see it as pointless. Others understand the value of reflection, gratitude, and intention… the same way some people appreciate art or music, while others dismiss anything that isn’t immediately transactional. Not everyone values the same things.
@OP good for you, hope works out okay for you
If you can get a hipo as your supervisor that can help. I’ve been in assessment meetings where the hipo ranks their entire team high so they don’t have to deliver tough messages. The non hipo supervisors know better than to challenge a hipo so just have to reduce the assessment of their own teams.
I have never once had my supervisor give me any feedback good or bad outside of the single required annual meeting. Yes I have setup recurring one on on me meetings and asked for feedback. Never get it. Never get any input from supervisor on goals. They don’t want anything that could ve used to show you are anything other than what they say you are. Been going on for nearly 20 years now. There are hipo chosen ones and then there is everyone else.
@ee the experience of hipos is very different from that of all other employees
@bx correction. As a supervisor your statement should read your Boss already knows where you have to go. Hipos on top. Whatever is left for everyone else. The rest is true. Your supervisor enters your assessment result in CareerConnect BEFORE the meeting and people don’t move much from that anchored starting point. If your supervisor has several people reporting to them they also have to meet the distribution with their own team going into the assessment meeting. Sounds fair doesn’t it!
@ec I think that person is correct, never had issues with the system
@ds It doesn’t matter. If they want you out you are out. No amount of wordsmithing or actual contribution will save you. Same thing if you are a chosen hipo. The outcome is already determined and what you write doesn’t matter. You really think someone is going to read your PDS and say wow they should be a hipo! I was planning to NSI them but after reading this PDS my mind is changed!
@eb You are so wrong.
@OP I strongly disagree, it’s a fair and balanced process. The process recognizes those who work hard and put the hours in. Slackers like you get what you deserve, and then you come here crying. I have no time for people like you, in fact you don’t belong at ExxonMobil
@bg Only problem with keeping the same development area is they can we-ponize that if they need some justification to drop your rank. It’s easy to say you aren’t improving in the development areas from prior years as just another reason for bad results.
Your boss already knows where you should go relative to the rest of the reports. The assessment session is simply a sanity check and smoothing of the overall distribution.
You are pre assessed and your ranking is entered into career connect before the session happens. You might go up or down one category.
I stopped changing my development areas and strengths.
Years ago you used to be able to copy the previous year, change a few things, submit, and it was done. After that my sup would call the rig, we would talk. Then I would get back to work Nothing to it. It wasn’t that big a deal and I kept my head down, mostly. I completed a 35 year career then retired. It was all bs. Everyone knew it. It helped to know that to know that it was a game, that way you wouldn’t😒 get your feeling hurt. Ha!
There was an employee in Clinton, New Jersey who copied his PDS verbatim and submitted it to management for ten years before AI existed. No manager or director realized that he/she had submitted the same PDS for ten years during rating and ranking.
Yes, your PDS does not matter when management gets together with H/R to rank you and your group. Your fate is already pre-determined.
We had a pre rank last year. First time. New LT. Someone spoke up and really messed up what was pre determined. Here’s the problem . New 1st Line looks they will right was wronged last year. Lots of internal nepotism with this group. Even people who hav left the company still calling the shots. Point being get out of here.
This is very true, also a supervisor and know this process has a pre decided outcome. After knowing how this is from the other side, have no motivation to write anymore
as a supervisor i can attest this is true. all suoervisors have a seriatim of their team members and worst case scenarios already in their minds. pds and KOs is a sham and show and time waste.