How do you find your ranking these days?
Performance
Used to get o, ep1,2,3..
If you had the O or the EP1 you were I. Top (10-20%?) you were pretty much not gonna get laid off..
Now
Anyone know what the breakdown is?
Can you still ask what your percent ranking is and they have to give it to you?
Used to be the rule.
Every time I read or hear "inconsistently met" It reminds me "climate change".
The climate is always changing from the minute the earth came to existence. Same goes with "inconsistently met". We can get 10 assignments, and manager can make it that it is inconsistent delivery say 3 out of the 10 (even if it is outside of our control). Thus bingo, we could inconsistent in our delivery.
For those who are real Ford employees, there is nothing new. Forced ranks were on hold during Covid, now they are back, that's it.
Before covid all those deemed unfit were given poor PR and forced / pushed to move out. It was common practice. Covid is over, now the HR practice is back. Big deal. Of course now those with pension will be the target, we always were, HR i s just playing a Mkt stint with the media so Ford's reputation does not get a hit. Headcount reduction is coming giving the recent announcements delaying launching EV's. Since 2017 there have been headcount reductions every year, in 2022 and 2023, those were forced separations. Old ones like me were expecting some type of package as our cousins in Auburn Hills but we got the Bird.
This time is like old times, old LLs are protected but all GSRs are fair game to be fired.
Boston Consulting is back in business planning headcount reduction and the impact of letting go LLs, at WHQ's there are two camps fighting, one tries to fire all old LLs & GSRs and the other is trying to fire only old GSRs. We'll see who wins.
Although there is no specific date, all LLs have been taking whole days off planning who stays and who leaves
Only the unicorns in LA can get NB
Managers have no idea who is actually contributing. That's why they measure things like who is in the office and who appears to be respected by their peers.
I was told by my 6 that in our org, no one was to be rated a 3 or a 4. Only 1 or 2.
Honestly does it really matter how they measure this? It makes no difference. It all comes down to if your LL6 or 5 likes you as a person. So impossible to measure productivity these days that I don't know how they expect to gain anything meaningful from these. Factories you can measure how many brackets you make...fine...but for HTHD jobs they only THINK they are measuring what matters. How do they translate what you do down to the bottom line (which is profitability)? No one...including them...knows. Hey I know....SCRUM ALL THE THINGS!!!! hire a 6-Sigma Black Belt and everything will be fine.
@tqa+1ugdxZDd - well, I did something similar few year ago. Was completed is June and was recognized for it, but by December it was all forgotten. Full year review was back to average. I was so pi---d.
This is not true, many TAs guy laid off the last two years.
Your post is interesting to me because my rating was 2.25. I was told this is based on a best possible score of 3, and the rating options were 1, 2, or 3 for, if I recall correctly, 5 different measurements.
In my former company, the CEO told us that the top talent were able to provide the value 10x what the average employee provided. He must of read it in some book and it became our new benchmark for getting someone recognized as top talent. No one actually met that level on merit, so top talent just went to those who kissed their boss's you know what. It creates a fear mentality as it make good employees recognized as average or below.
In my department my boss told no one can get set a new bar 4 . For that you need to make some innovative break through something that no one could do or do somethings alone an entire team of 7 could do . It’s pretty some hypothetical state.
So really you are setting the ranking between 1to 3