Do most people get a 3 in this new rating system? Is 3 the new S?
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Totally agree with @5veb+1fw7Lih8. Well written!
At APC we had a 9 box matrix for performance... E,A,N and 1,2,3.... E1 was a walk on water rating.... N3 ... probably not where you want to be. 70% of population (By Hr's design) landed on an A2. E1 ratings required significant documentation from the manager and depending on that person, they may or may not feel it's worth the effort. Most people bounced around in the A1,A2 category. Only time I moved higher was for promotions...Assume the higher rating helped grease the promotion skids.
Also additionally graded on our boy scout (corporate metrics) skills.
A Lot of work considering there was a forced ranking system in place, supervisors were not consistent in rankings across business units and there was what I assume an internal pecking order to promotions. I know this was APC and not OXY but I bet the HR mindset is similar..... Good luck!
5veb+1fw7Lih8
AGREED!
It is a competitive world. Ratings are meant to divide the money up and to determine end members( those who should be promoted and retained and those who should be fired). No credible HR system rates everyone the same.
Also, many 3’s are at the top of their game. They only allow so many 1’s and 2’s, and the rest are pushed to 3 if they are good to excellent. I know some 3’s that are 1’‘s and 2’s, but they were pushed down to fit the curve. It is too bad a company can’t be proud of having all 1’s and 2’s just because it does not fit the curve. I say if you are in those categories then great. There is nothing wrong with having all 1’s and 2’s. I guess for a sports analogy you could say a Super Bowl winner would have the same. This goes on at all companies and not just Oxy. I have seen the same rating system at other companies, and it is just a tool of the day to use. I know 3’s that felt like they failed for the year, and that really sucked for them. When you tell a strong performer they are 3 levels down from the top they question the whole process, and in many cases you ki-l their morale. All in all it is a stupid process, and just another HR BS routine that is not needed.
3 is considered a good rating. you are a strong performer. According to the matrix, you are meeting and sometimes exceeding your goals and objectives and you are skilled in oxy values and behavior competency.
What does a Strong 2R mean? What was E before?
There are some disadvantages of this system. Time consuming for management to effectively and objectively evaluate all parameters. Complicated. Hopefully an advantage would be to effectively separate out good future management folks.
W hat the fck. Could they make it any more complicated. Only a mo--n could understand the system.
If you got a 3, you are doing the job you were hired to do. I’d you got a 1/2 then you are above average and doing more than what is expected.
4/5/6 is borderline getting let go
3 is average. 1/2 is above average.
Was told that a 3, 2B, 2R, and 1 covers what was previously an E. Much more granularity now to differentiate performers. Also informed that 3 or higher is needed for promotion consideration.
I was told 4 means you're doing OK. 5 is meh. 6 is bad news. 3 is above average etc.
Don't know how the spread is. I got a 3 and I know a couple other guys who did. I felt like I did great last year but who knows.