Anyone know what week in March they are doing reviews. Also I assume they give a lot of negative reviews. For those that do get a negative reviews do they just let you go then or do they make you do year end clothes.
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Typically all the self-evaluations are just w@nk. Just write any BS and managers either read or ignore the commentary as they need to get a tick in the box to get over the bad performance appraisal process. Whilst they way care about their employees the management directives set up managers to fail.
Who cares when review's are going to happen, every year I get exceptional review's, I get a lot of my co-workers , clients etc write fantastic things about me and what do I get from all of that.
More work, same pay, actually less of the hours I work, loss of accrued vacation pay, Higher health care costs that I need to pay out of pocket, no subsidized office , phone or internet costs. Having to purchase my own hardware for monitor's so I can see, external hard drives for backup it's goes on and on.
The review process is a waste of time for employee's, their managers and even HR.
F**K it all
1XNF - no 'forced distribution' of ratings is an oxymoron. The other tools of choice are to reduce the size of the pay rise and bonus pools for workers so that the benefit is so low or virtually $0.
This web article tells us how badly compensated Mikey is:
https://www.washingtonpost.com/business/a-turnaround-specialist-reshapes-computer-sciences-corp/2015/07/30/c2be7c9c-32dd-11e5-97ae-30a30cca95d7_story.html?utm_term=.1016a5ec55be
This paragraph in particular:
[In 2015] Lawrie himself has also been a big winner. His pay package last year was valued at $15.4 million, including a $1.8 million bonus tied to financial goals that would normally be considered rounding errors at a $12 billion company: a $100 million increase in revenue, a $75 million increase in operating income and an $11 million increase in free cash flow. The pay package also included a grant of stock valued at $8.6 million for exceeding the rather modest goal of a 4 percent increase in operating earnings per share. Those grants brought the total value of Lawrie’s stake in CSC stock, after three years, to $56 million.
CSC bell curve once used remained. The only difference was that managers were trained not to discuss it with employees, especially as an excuse for a lower rating. Under CSC the best rating DID NOT mean you will get a bonus or raise. I was told that even though I was rated the top and ranked #1 at my account, no raise would be given due to the organization not meeting financial targets. (The ranking system was also not discussed with employees but happened. )
Interesting that we are now back to 4 ratings, so there's no "middle" rating. This will force managers to choose between level (or whatever they will call it) 2, which will be OK for the employee (but no bonus) or level 3, which will probably put the employee in the crosshairs...
I wonder what most managers will do...?
The "Bell Curve" was rebirthed or at least a variation of it last March (2017) as we were told to keep evaluations low. It may not be official but it still lives in some form.
I don't see this year being much different. You need to be a GatesBezosMusk clone to get any sort of high eval.
The bell curve only lasted a year, supposedly. Just google CSC BELL CURVE if you don't believe it was real. Funny how it was introduced with such fanfare, and then never spoken of again.
CSC under Lawrie has been brutal with its use of the performance process to get rid of staff on the cheap. All the evidence suggests that it will be business as usual under DXC. Anyone who thinks otherwise hasn't yet realised what (and who) they are dealing with. Lawrie doesn't care much about local labor laws and knows that staff will have to sue him if they want what they think they are entitled to. The Bell Curve was ALWAYS rigourously enforced under Lawrie at CSC. If you don't believe this ask your legacy CSC colleagues! "DXC is not GE". It is more brutal than any other corporate entity I've ever experienced!
The performance period doesn't end until March 30th so reviews shouldn't happen in March in April. The HPE side of the house used to conduct reviews really early - six weeks before the end of the performance period wasn't unusual. interesting to see what happens this year.
They claim that there is no 'forced distribution' of ratings...
Getting a low rating SHOULDN'T result in immediate dismissal - DXC are not GE. I would expect anyone with the lowest rating to be placed on a Performance Improvement Plan.
Some of this stuff varies by country - in the UK it is actually quite difficult to dismiss someone for poor performance, but given the current climate of layoffs a low rating would certainly put you in the frame for layoff/redundancy.
DXC will most likely follow CSC/Mike Lawrie's normal approach to performance reviews. The Bell Curve wll demand that 50% of staff are 1-2 (on a 4 point scale). Anyone 1-2 will be at risk of immediate dismissal if local labor laws enable DXC to get away with it. 1s will normally go immediately. 2s may get put on a short term PIP (Performance Improvement Plan) and then will be sacked shirtly afterwards if they do not jump first. CSC never used to bother about performance reviews when they were about potential pay rises, but now the process is all about headcount reduction.
They will be sometime in March since the corporate year end is April Fools day (fitting). It will most likely be somewhat of a non-event if there are no raises or bonuses (and I don't expect any).
sitting in the office doing nothing really waste your future. if you want to wait, get compensate and move on. else go fishing for the new job while waiting your wfr.
Honestly, just quit. Even if you're in USPS or wherever, save yourself the stress and anticipation of being s**tcanned. There are jobs and employers out there who actually see you as a person, and not just an excel sheet number
I don't think there will be a raise or bonus however I do think they can convenitly low ball peoples" ratings and then use that as an excuse to push people out the door.
I’ve not heard anything yet and if there is no hope of a raise or bonus, I’d just assume they don’t waste my time with it.