After some recent conversations I’ve had and some things I’ve read, I’m curious to learn something about what types of employee review/evaluation methods and techniques are used at various Cove members’ companies. How does your company handle employee reviews/appraisals? Who does them? How often? Are they taken seriously by reviewers and reviewees? Are they done “on time” ? Are raises tied to the review rating or to some other index? Do the reviewers and reviewees feel the system is fair? What would you change about your system if you could? Any and all comments welcome.
What types of employee review/evaluation methods and techniques are used?
- Thread starter Mike S.
- Start date
E
energy
Re: Employee Reviews
1. Supervisor
2. Annually
3. Yes, because your increase is suspected to be tied in to it
4. Never. Depend on the cash flow
5. Cost of living-what they can get away with.
6. Mostly the reviewees feel it doesn't matter. You get what they decide to give you. The reviewer shrugs their shoulders and tell you, "Hey, it's not my decision".
7. It's called the IDP-Individual Development Plan.
Questions:
A. Career Planning-Where you want to be in 1-2 yrs, 3-5 yrs?
B. What can we do to help?
C. Developmental Goals? Whatever that means.
D. How will you know when you've achieved your goals?
E. What needs to be done and when?
F. What key resources do you need to meet these goals?
G. What do you need from your manager?
I have worked under 5 systems, all different. Pay increases were almost always distributed in line with published Cost of Living, no matter how fancy or fair they appear. Not completing your goals/objectives, no improvement in your (on paper) performance, or other misdeeds are the reasons given for getting less than the COL. I have never been one of those. With unarguable good performance, on paper, you are told that this is the most you can get, so be happy. Obviously, the more you make, the larger the increase. The poor warehouse worker making 8.00/hr @ 2% increase, gains .16/hr or $6.40/wk or a whopping $332.80/yr. Of course the Top Managers are either frozen or are happy with 1%. The best performance evaluation that usually gives you the most, is a PROMOTION
They all suck and are designed to deny you what you are worth, if they choose to. Just make sure you kiss the right behind and you'll do fine. Works every time
Addition: I was told yesterday that my increase will not be forthcoming if we were not registered to ISO by the end of the year. It was a group meeting. I laughed and replied "You mean my increase, or lack of, will be based on the poor performance of my co-workers in addressing issues they are responsible for in our ISO effort?" Of course, they were all at the meeting. I just said "O.K. That's one I haven't heard before." Everybody chuckled. We shall see and it better not be. Hey, that rhymes. My two year anniversary here is September 18. That is usually review time. So, maybe he meant next year?
1. Supervisor
2. Annually
3. Yes, because your increase is suspected to be tied in to it
4. Never. Depend on the cash flow
5. Cost of living-what they can get away with.
6. Mostly the reviewees feel it doesn't matter. You get what they decide to give you. The reviewer shrugs their shoulders and tell you, "Hey, it's not my decision".
7. It's called the IDP-Individual Development Plan.
Questions:
A. Career Planning-Where you want to be in 1-2 yrs, 3-5 yrs?
B. What can we do to help?
C. Developmental Goals? Whatever that means.
D. How will you know when you've achieved your goals?
E. What needs to be done and when?
F. What key resources do you need to meet these goals?
G. What do you need from your manager?
I have worked under 5 systems, all different. Pay increases were almost always distributed in line with published Cost of Living, no matter how fancy or fair they appear. Not completing your goals/objectives, no improvement in your (on paper) performance, or other misdeeds are the reasons given for getting less than the COL. I have never been one of those. With unarguable good performance, on paper, you are told that this is the most you can get, so be happy. Obviously, the more you make, the larger the increase. The poor warehouse worker making 8.00/hr @ 2% increase, gains .16/hr or $6.40/wk or a whopping $332.80/yr. Of course the Top Managers are either frozen or are happy with 1%. The best performance evaluation that usually gives you the most, is a PROMOTION
They all suck and are designed to deny you what you are worth, if they choose to. Just make sure you kiss the right behind and you'll do fine. Works every time
Addition: I was told yesterday that my increase will not be forthcoming if we were not registered to ISO by the end of the year. It was a group meeting. I laughed and replied "You mean my increase, or lack of, will be based on the poor performance of my co-workers in addressing issues they are responsible for in our ISO effort?" Of course, they were all at the meeting.
I just said "O.K. That's one I haven't heard before." Everybody chuckled. We shall see and it better not be. Hey, that rhymes. My two year anniversary here is September 18. That is usually review time. So, maybe he meant next year?
Last edited by a moderator:
CarolX
Trusted Information Resource
don't do them
We don't do them. Waste of time. Who wants to wait a year to review an employee's performance. This type of system in unfair to all and accomplishes little. Hand out the raises anually, but constantly monitor performance and make corrections as needed.
CarolX
We don't do them. Waste of time. Who wants to wait a year to review an employee's performance. This type of system in unfair to all and accomplishes little. Hand out the raises anually, but constantly monitor performance and make corrections as needed.
CarolX
Carol,
Do you mind adding what criteria is used to determine the raise amount? If the raise is not specifically done at the same time as a "review" of performance, is it still tied to that performance somehow? Are performance "grades" given/recorded at the many "constant" review times and later looked-at to determine the amount of a "merit" increase?
Energy said: "I was told yesterday that my increase will not be forthcoming if we were not registered to ISO by the end of the year. It was a group meeting. I laughed and replied "You mean my increase, or lack of, will be based on the poor performance of my co-workers in addressing issues they are responsible for in our ISO effort?" Of course, they were all at the meeting. I just said "O.K. That's one I haven't heard before." Everybody chuckled. We shall see and it better not be. Hey, that rhymes. My two year anniversary here is September 18. That is usually review time. So, maybe he meant next year?"
Energy - Funny but sad. What a stupid, demoralizing thing for your boss to say. Sounds like you have that old recipe for a disaster -- responsibility without authority. Poor Dr. Deming must have rolled-over in his grave on that one. At least you had a good comeback!
Do you mind adding what criteria is used to determine the raise amount? If the raise is not specifically done at the same time as a "review" of performance, is it still tied to that performance somehow? Are performance "grades" given/recorded at the many "constant" review times and later looked-at to determine the amount of a "merit" increase?
Energy said: "I was told yesterday that my increase will not be forthcoming if we were not registered to ISO by the end of the year. It was a group meeting. I laughed and replied "You mean my increase, or lack of, will be based on the poor performance of my co-workers in addressing issues they are responsible for in our ISO effort?" Of course, they were all at the meeting. I just said "O.K. That's one I haven't heard before." Everybody chuckled. We shall see and it better not be. Hey, that rhymes. My two year anniversary here is September 18. That is usually review time. So, maybe he meant next year?"
Energy - Funny but sad. What a stupid, demoralizing thing for your boss to say. Sounds like you have that old recipe for a disaster -- responsibility without authority. Poor Dr. Deming must have rolled-over in his grave on that one. At least you had a good comeback!
K
KenS
Sounds Familiar
Energy said: "I was told yesterday that my increase will not be forthcoming if we were not registered to ISO by the end of the year. It was a group meeting. I laughed and replied "You mean my increase, or lack of, will be based on the poor performance of my co-workers in addressing issues they are responsible for in our ISO effort?" Of course, they were all at the meeting. I just said "O.K. That's one I haven't heard before." Everybody chuckled. We shall see and it better not be. Hey, that rhymes. My two year anniversary here is September 18. That is usually review time. So, maybe he meant next year?"
Heard the same thing from my boss, the Quality Manager, excuse me, the Director of Quality, the same guy that has put the implementation effort on hold for the past two months, refuses to let me institute an audit program and disbanded the Implementation Team.
Energy said: "I was told yesterday that my increase will not be forthcoming if we were not registered to ISO by the end of the year. It was a group meeting. I laughed and replied "You mean my increase, or lack of, will be based on the poor performance of my co-workers in addressing issues they are responsible for in our ISO effort?" Of course, they were all at the meeting. I just said "O.K. That's one I haven't heard before." Everybody chuckled. We shall see and it better not be. Hey, that rhymes. My two year anniversary here is September 18. That is usually review time. So, maybe he meant next year?"
Heard the same thing from my boss, the Quality Manager, excuse me, the Director of Quality, the same guy that has put the implementation effort on hold for the past two months, refuses to let me institute an audit program and disbanded the Implementation Team.
Ken and Energy,
Honest to God, your stories sound just like a Dilbert cartoon. In such circumstances you have to try to laugh or you will surely cry. Maybe you can send it in to Scott Adams or a "worst boss" or "stupidest statement by a Manager" contest and get a few bucks that way.
I guess I'm lucky -- my raise amount wasn't tied to the impossible task of ISO implementation with no cooperation from others, or anything else out of my control for that matter. Everyone was just told "no raises".
Honest to God, your stories sound just like a Dilbert cartoon. In such circumstances you have to try to laugh or you will surely cry. Maybe you can send it in to Scott Adams or a "worst boss" or "stupidest statement by a Manager" contest and get a few bucks that way.
I guess I'm lucky -- my raise amount wasn't tied to the impossible task of ISO implementation with no cooperation from others, or anything else out of my control for that matter. Everyone was just told "no raises".
Re: Employee Reviews
How does your company handle employee reviews/appraisals?
We have Performance Appraisals for the salaried staff and Job Observations for the hourlies.
Who does them?
Immediate supervisor - but they are in turn reviewed and 'approved' by HR Mgr and General Mgr.
How often?
Unsure how often the Job Observations occur (I think annually) and the P.A.'s are done twice a year....lucky us.
Are they taken seriously by reviewers and reviewees?
No. I think they are to a point...but the general observation made is that the P.A.'s seem to be more like a "going through the motions" kind of situation.
Are they done “on time” ?
Depends. My boss does mine on time. Her boss does not.
Are raises tied to the review rating or to some other index?
We are told that they're based on performance and Cost of Living. I guess my performance is substandard since my last "raise" was lower than the Cost of Living. *g*
Do the reviewers and reviewees feel the system is fair?
Define "fair". I think the system is adequate if those doing the evaluation would take them more seriously and actually use them with the intent of improving performance.
What would you change about your system if you could?
I'd improve the timliness with which they are performed by some individuals. If the reviewer doesn't take it seriously, how can the reviewee? I'd change some the criteria...very subjective and very "How-do-I-feel-today" as opposed to objectively reviewing past performance. Ah, the list of things to change goes on...
How does your company handle employee reviews/appraisals?
We have Performance Appraisals for the salaried staff and Job Observations for the hourlies.
Who does them?
Immediate supervisor - but they are in turn reviewed and 'approved' by HR Mgr and General Mgr.
How often?
Unsure how often the Job Observations occur (I think annually) and the P.A.'s are done twice a year....lucky us.
Are they taken seriously by reviewers and reviewees?
No. I think they are to a point...but the general observation made is that the P.A.'s seem to be more like a "going through the motions" kind of situation.
Are they done “on time” ?
Depends. My boss does mine on time. Her boss does not.
Are raises tied to the review rating or to some other index?
We are told that they're based on performance and Cost of Living. I guess my performance is substandard since my last "raise" was lower than the Cost of Living. *g*
Do the reviewers and reviewees feel the system is fair?
Define "fair". I think the system is adequate if those doing the evaluation would take them more seriously and actually use them with the intent of improving performance.
What would you change about your system if you could?
I'd improve the timliness with which they are performed by some individuals. If the reviewer doesn't take it seriously, how can the reviewee? I'd change some the criteria...very subjective and very "How-do-I-feel-today" as opposed to objectively reviewing past performance. Ah, the list of things to change goes on...
Energy, do not let your registrar know what your boss said. I heard one story of a registrar that was doing a registration audit and the lead auditor heard this from the mouth of the President and pulled up stakes and told the President to call them back when they were serious about registration. Do not know if it is true or not but you can always metion it to your boss.
N
NITIN
We have over 5000 employees,
We have 6 grades-A,B,C,D,E and Rank and File.
A and B grades have one annual appraisal and one Bi-Monthly appraisal.
All others have the same but in a different form.
The immediate supervisor is responsible for the appraisal.
All those who take appraisals MUST do an appraisal training.
Bi monthly appraisals are not sent to HRD.
Annual appraisals are.
Promotions are based on appraisals.
Internal auditors aggresively pursue non compliance to this.
Non Compliance taken up big time in management review meetings.
It is largely a fair system and an objective exercise.Yet to hear of any disagreements.
We have 6 grades-A,B,C,D,E and Rank and File.
A and B grades have one annual appraisal and one Bi-Monthly appraisal.
All others have the same but in a different form.
The immediate supervisor is responsible for the appraisal.
All those who take appraisals MUST do an appraisal training.
Bi monthly appraisals are not sent to HRD.
Annual appraisals are.
Promotions are based on appraisals.
Internal auditors aggresively pursue non compliance to this.
Non Compliance taken up big time in management review meetings.
It is largely a fair system and an objective exercise.Yet to hear of any disagreements.
E
energy
OOPS!
g,
There is a good chance that by posting that comment my future registrar may know about it, now. Let's hope that it is another urban legend. CEO's can say the darndest things and one stupid statement does not provide evidence for a registrar, a supplier, to pack up and go. I don't believe it. Auditors hear all kinds of crap from all kinds of people. It would be no surprise to them. As soon as you conducted your audit, you would know whether there is company comittment. I would also demand a refund and stop payment until the audit was done. Maybe, the Auditor and the MR were lovers and the Auditor got mad.
g,
There is a good chance that by posting that comment my future registrar may know about it, now. Let's hope that it is another urban legend. CEO's can say the darndest things and one stupid statement does not provide evidence for a registrar, a supplier, to pack up and go. I don't believe it. Auditors hear all kinds of crap from all kinds of people. It would be no surprise to them. As soon as you conducted your audit, you would know whether there is company comittment. I would also demand a refund and stop payment until the audit was done. Maybe, the Auditor and the MR were lovers and the Auditor got mad.
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