#performancereview

I've watched hardworking, competent people get lower ratings than they deserved, then get laid off as soon as possible. It's not about your value. It's about cutting costs.

Word is a lot of employees are getting surprise off track reviews for Q1. Any truth?

Thought it was just another troll post on this board but it's mid-May and there's no mentions of mid-years on Teamworks. Are they really not happening?

Actually, a few: (1) What is the time that one is contacted to be told they are being let go – – or fired? (2) Are they still sticking to every other Tuesday or is it any day of the week? (3) with the mid year evaluations coming up, are they holding on the firings and layoffs until after the midyear reviews are presented?

FA managers got the email this morning - start FY26 Performance Evaluations as part of the alignment effort. Manager ratings to be review by leadership. Not stated, but expect a “rack and stack” of employees to be part of the process. Evaluations to be completed by June 26. Is this preparation for the next round of layoffs?

Engineers rolling up to a Supv who rolls up to a Sr Mgr who also has engineers as direct reports. If leaders get one “5” to hand out, who does it go to? Does the Supervisor even get a shot at giving them to their direct reports, or will Sr Mgr get one and hog it for themselves?

do guidelines on responsibilities handled by each gsr even mean anything? ive been gsr 7 for four years and my responsibility, scope, and importance of work dramatically increased but im still gr7 all the same. Exceeded on all reviews with the exception of met on my second year.

is this my direct management holding their cards close to their chest or is Ford not a place that cares about fairly compensating employees for workload

What’s your take on Lattice? Up until two years ago, we had a standard employee engagement survey. But in 2024, the feedback on management was so negative that leadership decided to pause it for a year. Now they’ve reintroduced things under the banner of Lattice—complete with self-evaluations and quarterly goal-setting. Are we digging our own graves?

At the risk of the endless comments of, 'There is no merit', 'get back to work', etc. etc.

Does anyone know when merit will be announced this year? Two years ago was for June 1, last year I think it was end of June....any insight?

Been at WF for almost 1.5 years and want to switch groups. Problem is, my first year end PR was an IM. Although if any hiring manager read it, they would see the review commentary doesn’t match the rating.

Anyways, how does this affect internal transfers? Do I need to have a “meets” on my most recent review to be considered?

Heard rumors that professional services team would be impacted. Also, people not meeting expectations (NME) after performance review meeting. Any insights?

Everyone is going to sound so smart this year!

Hello, so I was Pipped beginning of march from a bad performance review, (4/4/4/3)
And it took them till march to do so. Then I was told they don’t have a notice period for how long

Right now I’m on medical leave, I’m thinking of asking for a separation package? Is this a good move? I plan on framing it very professionally and want to know if since I got such a poor review and a PIP if severance is off the table?

I’m based in Tampa and a AVP

Thoughts on recent all hands and VS future with hopefully F2 and F3 operational?

Are there any specific performance review for leadership? Rooting for RIFing Girish?

A friend of mine was let go in massive layoff 2-3 years ago. He wants to join back. He was given 4-3 rating. Pure politics. Can he rejoin ?

Capital Management is off to a horrendous 2026. Time for several PIPs for Fund Managers and Analysts. Time to eliminate quarterly unfair bonuses and time to clean house.

Morningstar Percentile Rankings 3/31/26

Morningstar as of 4/27/26

MoA Clear Passage 2020 Fund
100 the Percentile (The Worst)

MoA Retirement Income Fund
97th

MoA Intermediate Bond Fund
96 th

MoA Core Bond Fund
95 the

MoA Clear Passage 2025 Fund
89 th Percentile

MoA Clear Passage 2030 Fund
84 th

MoA Clear Passage 2030 Fund
83 th

MoA Clear Passage 2035 Fund
81 th

MoA Clear Passage 2040 Fund
81 th

MoA Clear Passage 2050 Fund
78 th

MoA Clear Passage 2060 Fund
77 th

MoA Dividend Growth Fund
67 th

MoA Stock Fund
62th

MoA Conservative Allocation Fund
61th

MoA Clear Passage 2015 Fund
56th

MoA Clear Passage Aggressive Fund
52th

MoA Small Cap Value Fund
50th

MoA Mid Cap Value Fund
49th

MoA Growth Fund
44th

MoA Global Equity Fund
41th

MoA Core Plus Bond Fund
37th

MoA Small Cap Growth Fund
31th

MoA Aggressive Allocation Fund
38th

MoA Aggressive Allocation Fund
29th

How bad was it for you?

Heard quite some percentage of people get it

I remember when I first joined the company nearly 20 years ago and for many years after my supervisors were very particular about the PDS format as if it made a difference. Be sure to put your biggest impact items first, use bullets, and other such nonsense. As if any of that would make a difference in the assessment meeting. It was all just a decoy to distract from the fact that nothing on the PDS really matters and it isn’t worth spending time and effort on because the whole assessment process is a joke.

Bonus and pay increases are in! What’s the general consensus?

Not to be out done, but Human Resources has once again made the annual performance evaluation process harder than rocket science, and has added layer after layer of unwelcome, unwanted, unnecesary and extreme complications to an already ardous process for associates and managers. We are collectively FED UP with all of this BS ! It used to be a simple 1 page form. very effective. high impact. reviews took 1 hour. Now it is at least 8 hours for each associates. It is the crazyist thing many of us have every seen and this behavior from a run a way HR group has got to stop. Does the CEO and COO support this ? You support this ? Memo to the CEO: we don't want this process. need this process. eliminate this process or you will lose support from the rank and file for god's sake.

Another tool in the layoff toolkit? Get hammered in May, rated off track in June, find yourself on the list by year-end…Does this resonate with you or am I reading too much into it?

I just have copilot recycle my PDS write up from the prior year. It doesn’t matter what you put down. The assessment meeting outcome is already determined and won’t change based on what you write.

Mine is next week

Anyone able to shed some light on the “compressed” performance review cycle announced this past week? The pessimist in me wonders if it’s just to accelerate the next round of layoffs, but I’d love to know more.

Were we supposed to see our raises already for salary in America? Got a 3 for a ranking, thought we would at least see a cost of living raise effective April 1st

Just informed on an East market call that engineers will now be graded based on the time it takes to get tasks completed in Canvas…. Most of the delays are out of our hands with the tool not working 1/2 the time or vendors not getting their related tasks completed…. The people making these decisions have NO concept of what it takes to keep a network running and just want to stare at dashboards… I’m assuming this will now be used against us for reviews and future RIFs

Does anyone actually find any value in this process or is it just TD ticking a box?

I have heard recently that all those who have "Needs significant improvement" in past 4-5 years will be terminated.

Has anyone heard about this? Like what the fu-k imperial was so understaffed with people working in stress.
This company only looks after the baseline.

Some assessment groups have different distributions to allow more people to be ranked high or low. Seems fishy.

I was covering for someone on maternity leave and before that I started to apply and networking. I was given never ending Red Flags Warning about this person and still applied, interviewed and became permanent. Yearly performance review comes, she puts me on a 'performance improvement plan' Finally I left on my own, no regrets, I got paid, got healthcare, vacation benefits and much more. I was able to network with different departments and went back to the same company as a temp and became permanent again. At the end, it took many many years for the company to fire this revolving door red flag woman and the rest is story.

No chance of a promotion?

In our department, there’s this section head no one knows what he actually does. He hasn’t done technical work for years and spends most of his time walking around the kitchen area on the fifth floor(S2), chatting with people, flirting with women from different departments. I’ve heard they are never ranked lower than “average/good” by default, regardless of how useless they are.

Does anyone have a logical answer as to why my team has to have their T1 reviews sent in by 4/14 when T1 is still not completed and bonuses don't pay until June? I swear this place just like to d1-k up things to see how we respond.

hike percentage
RSU refreshers

I was just thinking about this, the feedback I got for the last review was so vague it's meaningless. What's the point of it? I know I'm not the only one with this issue.

Performance based. Attainment and manager reviews. Some teams will lose more than others. Most managers were sent a list of 2-3 “qualifying reps.” Were able to use some discretion with who they selected from that list, based on their required reduction. Ie. Maybe 3 names were provided but they only had to choose 1. But higher ups have final say. March 31 is confirmed happening in USA. Very stressful week. Not every team will have to cut.

Anyone on a PIP will be gone by no later than March 31st. Anyone receiving a FY25 employee review lower than "Successfully Meets Expectations" will also be gone.

Some info for new employees: knowledgeable others’ feedback (KOF) does not always reflect true performance. You can have great KOFs but poor ranking outcome and vise versa, depending on internal dynamics.

• When a manager pressures you to list specific individuals for KOF—especially those unlikely to provide supportive or accurate feedback—it can predetermine the outcome and increase the risk of being rated NI/NSI.
• In contrast, some employees may be allowed to list observers they barely worked with, and if the manager approves those names, fake great feedback.
• If someone claims to have mentored or supported you but does not list that you in their own KOF selections, it is often a sign that their feedback may not be protective or aligned with your interests.
• Managers can access offline or informal feedback channels, and when they insist on certain KOF names, it may indicate they are steering the process toward a specific outcome.