Did you ever wonder why the PDP ratings start in November, yet we don't get the money (if any!) till March/April?
So, the rating period is really 10 months, and then there is nearly a five month period to collect.
What's up with that?
5 replies (most recent on top)
@hqpc+1puKekNy so basically the year end crunch time to hurry up and input employee feedback in OPP, is just one big farce, as many have suspected for years. Thanks for providing transparency for all to see.
Your goals are set in March well, typically late so April. Then in June managers are required to set a rating for employees a "draft" we'll call it. the next rating is prepped in September and locked in during round tables in October. The fall rating can't be more than 1 step away from the summer rating or there is he-l to pay. Now I can see you thinking about my calendar.. I get a goal in April, work on it for about 9 weeks then you're rating me again for next year's results. Yes that's how it works. If you're smart you stack your goals with stuff you accomplished in January/February etc so in the summer you look great.
As for raises and comp it's all pre-set and managers have little to no discretion based on the rating. So want to reward someone that's much better than the mid-rating and got screwed in the bell-curve that "doesn't exist" but really does and you'll get a NO for that so why try and make yourself look like a non-team player!
@2apf+1puKekNy The budget is known all year, but the company’s actual financial performance is obviously not settled until the year end books are closed in late January (which then determines overall bonus funding). Comp recommendations at an individual level are input by managers, tweaks are made by your groups leadership, and then the board of directors approves it all in late February. Annual bonus payments are made in early March.
I've always heard it's because they don't even know what they're budget for increases is going to be until January.
gives them time to play with the Monopoly money.