I’m still pretty new to this whole process. My first year was MAC, and in my second year my manager told me, a couple of people in ranking room talked for me, so I was moved one level up in the ranking(VG to E). I was confused because I always thought your own manager is supposed to be your biggest advocate in that room. This year I have a new manager, and I honestly don’t know how it will go. How does the ranking process actually work? Do some managers walk into the room already planning to put someone on a PIP, or do they usually fight not to have anyone from their team placed on one?
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@28e So no supervisor will come to the room with their people in PIP category. It's not easy to do the PIP process
Supervisors usually come into the meeting with their teams ranked too high to meet the distribution. The entire meeting is spent arguing over who to push down lower.
@27x you heard wrong. I’ve been in the room many times.
@ms No I've heard they are more involved than just timing the meeting...
@d0 you are wrong. The session chair is basically a time keeper and has to mediate when the session is not making the distribution - basically forces the supervisors to push their teams lower. And yes people do have to come into the session with employees in NI.
@e1 whoever is your boss January 1st is responsible for your ranking, if you joined their team between April 1st and Oct 1st
What if you have a new boss and they are in over their head during assessment .
Enjoy while you can and always have an exit strategy.
I’ve never been in those meetings, but my understanding is that the session chair (the organization manager) has a lot of influence. My assumption is that managers wouldn’t open a calibration session by pushing their direct reports straight into a PIP, but I could be wrong.
Responding to ‘other people talked for you.’
The supervisors are limited in the amount of time they can speak on behalf of their employees. It is done to try to promote fairness - so a particularly convincing supervisor doesn’t have a chance to dominate the time. Following the pitch for their employee, others in the meeting are able to add relative tie points that they have observed for that employee….positive or negative….though from my experience, if someone chooses to add information on your behalf, it is almost always positive.
So maybe the takeaway here: If you are able to show you are doing good work, both inside your group and outside your group, you may be helping yourself in these assessments too. Coffee chats aren’t enough….probably needs to be real work. But networking can always provide better visibility of how you can be helpful in ways that extend beyond your individual role.
Your supervisor sets your starting point before the meeting. In the meeting you can move a little but people mostly stay where they started based on supervisor
If a supervisor has a large enough team they have to meet the distribution with their own team