So, I got on track. Am I getting laid off?
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Yes. On track you are setup to discharge wo severance.
If you are tenured or up in years, you will be earmarked for first cuts.
Welcome modern corporate america dont go away sad go away and find another job like many us done years.
Lifer Allstaters ki-l me with pensions and still whine.
What are the 4 ratings?
@7dct….the rationale and math you outlined is spot on. Applying the pre 2023 distribution curve on any similar level to the new 2024 employee pool (e.g. theoretically removed all the poor performers, redundancy and role elimination) is simply backing into the existing or a slightly modified distribution curve. I expect a company would characterize that as raising the performance bar and making “us” better.
Standard deviation basics:
1 = 34% off midpoint
2 = 13% further
3 = 2.5% further
Effectively, 2/3 fall on a 3 of a 5-point scale.
About 1/8 will get either a 1-point fall or elevation.
Only 1/50 will get the highest or lowest.
Why should you care?
Because the narrative of forced downward ratings is true! It’s true because the nomenclature of the rating does not reflect a normal distribution and it doesn’t account for the personnel losses over the year. If an area wiped out 75% of its staff, should the remaining 25% fall along a normal distribution?
No.
Some people may get unduly elevated, but I doubt that given the layoff culture.
God, this is nothing new. There have ALWAYS been limits on how many 5's get handed out.
Everything about this company is a scam. From its false advertising, to its sc--wing over the employees, to its BS promotional opportunities, to its lowballing customers on claims and baiting and switching them at their first renewals. Every single thing about this company is just pure ugly and awful.
I got the second to lowest rating even though I hit every metric except for one (it out of my control). The metrics are BS.
Just a way to give the company an out to knock down merit raises a few percentage points for the same levels and output of work done. Thus undervaluing the employees further and kicking a few more dollars into Tom and the Gang's bank accounts.
You would all be best served to scale back your production and efforts a little bit as they are worth less now.
LOL at the guy blaming employees. Leaders were told the highest level was to be used very infrequently. There was a push to move people from the highest toward the middle and middle to the lower levels.
No 5s at all in most areas, bell curve was narrowly focused on the lower end of on track.
The reality is that everyone thinks they are a great employee, but they are not. Especially in claims
#hur, that’s called relative ranking and living into a preset distribution curve vs. a true performance outcome rating. Not uncommon, but when performance rating and calibrations are inconsistent between teams, groups, teams, business units it becomes an issue. Understanding the value of a role and then how one performs within that role and the work required in that role is a true missing.
Our department has a limit on how many of the top ratings can be handed out. We had to present to senior leaders and had to meet with fellow leaders to get below the allowable number which was a very low number although the more performance levels available made it easier to knock down numbers to the lower levels.
Performance Rating frameworks are largely the same. The more you have the more finite they cut $$ and opportunity. A rating philosophy that creates a class characterization of best, better, good, okay and below average.
You can align your rating to these. Okay and below always subject to being cut loose for poor performance. The others work elimination and redundancy. How best and better determined by Allstate leaders through calibration a topic in and of itself.
What are new ratings?
Well, your compensation won't keep up with inflation