Please walk us through the common review process and how you distribute the funds between your employees
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Oh the bravos I totally agree it’s a popularity thing and the same people sending to the same people
My manager asked if I put my Bravos into my review. I don’t get Bravos, I gave a lot of them, but I didn’t get but maybe one or two and that was earlier this year. Like why would a popularity metric and something that is contingent on my busy/self-centered colleagues be used as a serious measure of my performance this year? lol what a joke
Among, not between
It depends on the department. Generally, a manager gets asked a few weeks ahead of MAPs to rate their employees and estimate people to promote. This is obviously d-mb as the manager has not received peer reviews or seen your self review yet.
Your manager then gets feedback from their boss and human capital to “balance” the ratings. This is known as Stacked Ranking which basically means a certain amount of people need to be 5, 4, 3, 2, 1s. This is generally unfair because the best performing team member on one team (5) could be equivalent to the worst on another but the better employee would be forced into a 2 or 3 ranking.
After the reviews are submitted officially, human capital gives the org leader a budget, they trickle that down to your manager. Your manager gets a lump sum of money that can be allocated however they want (there are restrictions like 1 person can’t get too much but most of those are just warnings in the “Comp Planner” tool.
Once your manager allocates funds, their boss can change it however they want or ask for revisions. This revision process can span multiple levels until a final number is reached out of your managers control. Then at the end your manager gets the final amounts and gives you your review.
Hope that helps.
Your manager goes into the system over a weekend and distributes the money how THEY see fit and doesnt even tell you.
HR or Employee center should assist with those questions too. Sadly, there is favoritism in the work environment. Those managers that will give a bonus to those that don’t question them…Really, that is a dictator and not a leader. Individuals managing teams with this type of intimidating power are the ones bringing stress to work. Karma
Decisions are made before Thanksgiving usually. Teams are stacked and you must have a % of 2s,% of 3s, % of 4s. Leaders take care of their networks first. The remaining scraps are left for the peasants. In good years it appears to be fair, in bad years it is discrimination 101. About as unethical as you can get.
Disgusting how they do this. The moral is so low at this company.
I am starting a new position in a couple weeks, and I'm so happy.
I have PTSD from working in this toxic work environment.
My new position is more money and way better benefits and I'm in the same industry.
What's done in the dark will be brought to light, sooner or later.
Former director here. You get a pot for merit and bonus. However, my manger could (and did) change the dollar amounts. I had one VP change based on who SHE liked, and not necessarily performance. So, you might have 2 solid performers and one makes way less, so you give the lower earner 4% and the other 3% to try and make it more balanced, but your manager can change it at will.
Bottom line it’s subjective. Because your manager can nitpick you in your review and overlook someone else’s mistakes ti get them a higher ranking.
Contrary to what is said, you are not required to give 10% needs improvements. However, you can’t rank more than 5-10% as a “5” and if you have too many ranked a “4” you’ll be invited to a calibration session so that you can be forced to lower their scores and learn the UHC way. They simply don’t care if the employees really are stellar-they want the majority at a “3” or less. But they don’t force you lower than a “3” unless your employee is on a corrective action.
You get an overall funding pool and a merit increase baseline for the org that is announced. Say 2%. The baseline is usually tied to a 4 Map Score. So a 5 you'll get more and a 3 you will get less or maybe nothing. In my departments everyone must get the same % for a certain score. Example two employees get a 4 but maybe one was a better 4 and should get a bit more, it can't be done to avoid any unfairness. You will have to fight to make someone a 5 and then negotiate with other managers in your department as once the scores are rolled up they usually need to be altered to fit budget and set aside amounts. It is much ado about nothing yearly task. Most people who do their jobs pretty well will get a 4, their COLA raise and bonus. Any bonus below a grade 27 is not worth discussing. Its peanuts. Good bonus are level 29 and up. This is my experience but I have come to recognize things can vary widely dept to dept in just about everything including MAP.
Manager here.
Those that follow blindly, and do not question my authority or status quo, get a bonus.
Those that question me, get nothing, or a token amount.
Despite what HR says, everyone is on a bell curve and stack ranked. No matter how well your team does or what you delivered, 10% of your team has to be ranked needs improvement.
Aquistioned into Optum this year this is super helpful. Do levels 26 and 27 get a bonus? When are bonuses given out (assuming separate from merit which I hear is dreadful)? Hoping our division makes it long enough not to see more layoffs before bonuses are released.
You get X amount of $$ for bonus and X amount for raises. Disbursed based on maps ratings. It comes with a suggestion but you can also change it your self
@jjd+1puUIlG5 - SO TRUE. Gets even worse as most of the 1-low 3's are already pushed out. Left with True 4-5's to spread across that bell curve.
Former management here.
It's all in who you don't pi-s off. Plain and simple. You'll be forced into the bell curve and even if everyone is a high-performer, someone will have to take a hit for the team.