If you didn’t go back in the office 50% of the time - you will automatically be labeled as “needs improvement”….which most likely means no bonus or minimal raise.
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Could be LOB specific.
My manager stated that I could go in when it made sense for me to do so. Our senior leader determined that anyone who did not follow RTO within a certain % was not allowed to receive an “exceptional performance” rating. This is incredibly demotivating knowing that subpar performers can simply swipe their badge and receive a promotion or bonus for sitting in a cubicle, delivering mediocre work, if anything at all.
I could be wrong but I believe we were told that weekend swipes do not count.
Does anyone know if the badge swipe has to be during a weekday to be counted? I go in to the office on the occasional weekend morning and want to make sure it counts.
It is true!!! This has been done to people in lots of departments.
I was in less than 40% one month but with bereavement and pto, I hit 10. Because the time off is not pulled into the reporting dashboard, it was escalated to my boss' boss' boss. It's a ridiculous system these dip$h1ts setup
This is 100% true in Terry’s world - what world are the posters in who say it’s not true?
Senior leaders and HR know the badge swipe data is not 100% accurate. We were on a senior leader call with HR today and someone asked this question (probably a reader of this thread) and the notion that a below 50% in the dashboard was an automatic "Needs Improvement" was shot down immediately by them.
HR reconfirmed this is 100% NOT the direction given to managers and there is nothing "automatic" happening as other posters here have suggested. If your manager gave you an NI, it is not because of badge swipe data alone......... the reason should be pretty clear in the write up of your review.
This is 100% false.
It's true. I was told by multiple managers I was fine. Had an exceptional review marked as 'needs improvement' because nobody classed me as remote.
It’ll be interesting for those who have commented that this thread is “inaccurate” when reviews start happening this week, esp in the TD world.
Once you are marked "needs improvement " you are marked for life. PIPS are written to terminate the employee without a package.
I was told starting next year, it will no longer be looked at as a monthly average but instead as a weekly one. Something to do with the bank's overall RTO goals differing from certain department's goals. Either way, it's garbage. Also was told that there won’t be any “manager discretion” next year come time for end of year reviews. If you aren’t at 50% RTO, you will automatically receive a needs improvement.
@2mzj+1vQxUNWy yea well those of us that are unfortunate enough to live close enough to a hub have to worry about it, so good for you I guess...?
The reviews for RTO are only badge swipe averages for 3 out of 5 days a week. For example,
52 weeks X 5 weekdays= 260.
260-13 holidays=247.
247-25(vacation/PTO/sick days) =222.
3/5 of 222 is 133.2 (134 days rounded)
so you need to swipe in at least 134 days out of the year to meet the requirement
There what the RTO dashboard shows and then reality. HR knows the dashboards aren’t 100% accurate and managers are SUPPOSED to use their discretion with how much it plays into final rating. However T-Dol is taking a harder stance.
Had this confirmed to me today as well. Absolutely true. Supposedly it’s to be kept on the DL though. Doesn’t seem shady at all…
@2cvh+1vQxUNWy following up on yours this is true regarding the lack of communication on how a shortened week is factored in. I sent an email asking and the response I got was very vague but said that it was exactly how a senior leaders words I heard described it. PTO whether that’s sick time, holidays or vacation is automatically accounted for in the hr system and does not have to be made up. But again there seems to be a lack of clear communication on it because the FAQ about not needing to make PTO days up doesn’t directly say if you only have a 4 day work week you’re only expected to be in the office 2 days that week and your PTO day is factored in as an in office day. They need to clear it up because it’s extremely confusing to both managers and employees from my experience of trying to figure out how to navigate it.
Off topic but GIANT lol at the offshoring/outsourcing thread being closed. Of all the topics to be verboten here, they close the one that is the ORIGIN of actual layoffs.
This is true for Terry’s org
@5hpl+1vQxUNWy they said they are expanding the real estate in Charlotte to accommodate everyone.
"This is being said in the dipsh-t Terrance Dolan’s org."
He is such a tool.
So we need to be at 50% or more, correct? Has there been any determination of how may hours one needs to be in the office?
This RTO office cr-p su-ks, considering I was hired remote almost 10 yrs ago. Wonder how the survey looks due to this RTo cr-p. Also, where will they find space for an all the people in Charlotte. I may never shower or shave when I have to come in.
This cant be true because the faqs said that RTO weight is up to your managers discretion. So unless they told you that this was weighted at a high percentage then I don't see this being true.
For anyone who thinks HR is going to lead, think about the type of person who works in HR. Brainpower is optional in that department.
They don’t have the office space to make people come in everyday.
This is way too complicated should make everyone come in everyday.
Has anyone heard more about this? Is HR really backtracking on giving manager’s discretion about how much RTO impacts performance and forcing needs improvement on everyone?
Cheese and rice, I’m glad I work from home. No one cares if I “swipe my badge” except the dog that lays in his bed next to my desk everyday
Some people on my team were told (by HR) to wait to RTO because the office they were assigned to didn’t have space to accommodate them. Now they’re being told (again by HR) that they’re going to get “needs improvement” because the lack of space doesn’t matter and they should have been going in anyway.
See, this is the issue. There’s no clear communication about any of this and no one knows what’s actually true. Are our PTO days being automatically counted? Are we responsible for counting them? Are our managers? Does it not matter because we have to make up for them? The story keeps changing. Earlier this year, I was told we didn’t have to make up for PTO, last week I was told that I do. It’s like HR wants to keep this unclear so they have an excuse to get rid of us for not following policies that they refuse to clarify. We don’t even have a way to see if our badge swipes are being counted and if we’re in the clear, so we have to trust that our managers are doing this.
It’s either on you or your manager to track the days that you’re out of office or sick. The dashboard does not pull in your data from workday, so if you or your manager gets asked about why you are not in the office X%, it will have to be spoken to….
Consider everything in this thread to be misinformation. Vacation/sick/any PTO days actually count as “in the office” days from a RTO calculation perspective. Look it up.
That meant last week, someone who took Black Friday off and also Thanksgiving day would have only needed to come in the office one day between Monday and Wednesday.
I understand there are people who are bitter about RTO, but why spread untruths?
This is being said in the dipsh-t Terrance Dolan’s org.
Where is this information coming from?
A specific division/workgroup?
Every call with GK is the same info. Work in office 3 days a week. If you need an exception, it has to go through your division manager and HR.
She has said on multiple calls, Vacation, Sick, Volunteer and Holidays do not need to be made up.
This already went to HR and the division manager in my group months ago. A certain manager was forcing employees to “make up” in office days.
Shout out to Elfio for rolling this out soooooo smoothly!
This place is straight up evil. One of my teammates is assigned to a building where there isn’t space for him (and many others) to work. He was told to WFH until they figured out the space issue. Now they’re saying none of that matters and he should have been going in anyway.
The conference call yesterday by division leader said we didn’t make up if we are sick to on vacation. How are they tracking if you were out due to vacation and not in office?63
Apparently anything you’ve been told about RTO prior to ~2 days ago is no longer valid. Managers no longer get any say or any flexibility in terms of how RTO is applied.
I would be interested to know what "50% of the time" includes. My area was told that we did not have to make up anything if we took vacation or sick time. We were also told that managers are able to have some flexibility for things like bad weather or personal issues that may come up.