I got my first evaluation in years..........
- Thread starter Sherryh
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Sherryh said:
Is this a trick question?
Getting an evaluation is somewhat akin to being audited by the IRS. It really doesn't matter if one has been exemplary (as an employee or as an honest taxpayer), it is somewhat nerve-racking.
We must approach both of these events knowing that we won't come out at 100%. In the case of an employee review, they must justify our (probably) measly raise. In the case of an audit, well...it is what it is. :-X
We must approach both of these events knowing that we won't come out at 100%. In the case of an employee review, they must justify our (probably) measly raise. In the case of an audit, well...it is what it is. :-X
IMHO evaluations are similar to interviews in that it is up to you to market the performance you provide. If their criticism is too harsh or they fail to appreciate all that you do, you need to add that to the review.
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Good answers..........I've worked at home and had my own schedule for several years which I loved. But I've also enjoyed getting back into meeting and talking with alot of people. I've always tried to do the best job possible and my thoughts are if they didn't like me I would not be here........ 8)
On a 1-5 scale, 2 is "does not meet expectations", 3 is "meets expectations", 4 is "exceeds expectations" and 5 is "greatly exceeds expectations"...or similar descriptions. Based upon this scale, anybody who earns a 1 on a performance review is usually let go, assuming they are still employed at the annual review period.
I have both given and received 1-5 scale reviews in my working career. It is a subjective review, because what one reviewer might consider "meets" expectations, another reviewer might consider "exceeds" expectations. A professional personnel department will be able to discern the rating style of different supervisors. So what might look as "average" to the person receiving the review could quite possibly look as "exceptional" to the personnel department.
But in any case, getting a 3 or better on a 5-point review is a good thing. Many reviewers will never give a 5, no matter how exemplary the employee, unless they will soon be recommending them for a promotion.
Sherryh, getting 3's and 4's makes for a good review. Pat yourself on the back for me, will ya?
I have both given and received 1-5 scale reviews in my working career. It is a subjective review, because what one reviewer might consider "meets" expectations, another reviewer might consider "exceeds" expectations. A professional personnel department will be able to discern the rating style of different supervisors. So what might look as "average" to the person receiving the review could quite possibly look as "exceptional" to the personnel department.
But in any case, getting a 3 or better on a 5-point review is a good thing. Many reviewers will never give a 5, no matter how exemplary the employee, unless they will soon be recommending them for a promotion.
Sherryh, getting 3's and 4's makes for a good review. Pat yourself on the back for me, will ya?
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Companies have changed the ways they do evaluation for employees especially large ones like IBM and Bank of America where I have worked in the past. Say there are 12 people in your group, high upper management says pay raise are given to only to those are rated 1, 2, 3, 4 and those who are 5 are put on a six month probation period no raises.
The people who are rated 1 get this highest amount/percentage of the annual dept raises, 2s get the next amount/percentage, 3, the next, etc. Oh by the way your manager is told oh by the way you can only have maybe 2 1 performers, or maybe just 1 1 performer, so many 2, the rest can be 3 or 4.
The company I work at is not a large company but it uses the model I stated above.
You can bust your butt and unless you brown nose your manager the chances you are a 1 performer are very slim.
True story. When I worked at IBM they had a saying, the only qualification you need to be rated a 1 performer was that you had to be able to walk on water.
In my 15 years there I was rated a 1 performer only once, as a tech support person I average taking 100 calls a day. I got so good at my job supporting the AS400, S36 and S38 operating systems that I knew in the first 15 seconds as soon as the customer started to tell me their problem I knew the solution they needed.
The people who are rated 1 get this highest amount/percentage of the annual dept raises, 2s get the next amount/percentage, 3, the next, etc. Oh by the way your manager is told oh by the way you can only have maybe 2 1 performers, or maybe just 1 1 performer, so many 2, the rest can be 3 or 4.
The company I work at is not a large company but it uses the model I stated above.
You can bust your butt and unless you brown nose your manager the chances you are a 1 performer are very slim.
True story. When I worked at IBM they had a saying, the only qualification you need to be rated a 1 performer was that you had to be able to walk on water.
In my 15 years there I was rated a 1 performer only once, as a tech support person I average taking 100 calls a day. I got so good at my job supporting the AS400, S36 and S38 operating systems that I knew in the first 15 seconds as soon as the customer started to tell me their problem I knew the solution they needed.