Usually they happen after year end and your bonus is disclosed. Given that CSC does not give bonuses I have heard they happen in mid March from some people and from others I hear they don[t have reviews at CSC.
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Those who make it through the BELL curve are the ones that have been caught by their BALLS.
a bit of advice... just look out of some other job opportunities rather than go through this DXC exam which is pointless
With so many cuts of staff in the "underperformance" end of the bell-curve; the remaining 'best' survive only to the next year's bell-curve where managers are required to force a few more into the 3's and 4's to make the curve look 'natural' again.
The appraisal is just a convenient process to justify the cull.
I remember HR saying "you don't have enough 4's", "that's right, we don't, everyone is giving 100% and all have critical skills and all have been marked as essential according to the criteria you wanted us and them to fill out", "you don't have enough 4's in your wider group." Then you play that game of which Manager is going to add another '4' so you don't have to! "Quick everyone, start acting appallingly...we need more bad people to fit the curve!"
Such a horrible place.
Most managers know where you sit on the bell-curve before the appraisal, as they've already decided on your rating ahead of the appraisal, as they get asked to fill in early spreadsheets to see what the curve will look like and whether it needs 'massaging' in some places.
Although sometimes a manager may change a rating decision if they know they have lee-way to do so in the statistics. i.e. if another manager ends up downgrading someone to a 4, then it means another manager in the adjacent peer group can afford to keep someone.
The appraisal itself is just to generate the paper for back-covering purposes, grievances and unfair dismissal.
But hen everyone knows this goes on anyway, as managers gave up trying to keep it quiet long ago. Its just the front end of a redundancy programme, but it still keeps its name: "The appraisal process"
The reviews are taking place now even though the fiscal has 6 weeks to run. Managers are reviewing self-evluation forms for "phase 1" employees that needed to be submitted before the 16 Feb deadline. All managers ratings will need to be approved by L2/L3s. According to the official HR schedule the final meetings with staff may not take place until March/April but by this time the appaisal ratings are locked in. Underperforming staff will be exited as soon as possible (early April).
Performance period is 1st April - 31st March so reviews should take place in April. However in pre-merger HPE reviews often began in the previous month so I would expect reviews in March.
There is a bonus scheme, but unless the planets align AND you're a superstar you won't be getting anything. Even if they do, and you are, it will be a maximum of 5%.
They’re happening so they know who to wfr next. Have not heard a date yet.