Any idea when the discussion will start
25 replies (most recent on top)
Since Rating 4 is PIP the only way to remain employed is to find a New employer.
As a PIPPED employee, you're Not allowed to transfer internally. And the PIP is setup so that the employee will fail the PIP anyway.
Management and statistics research shows 90% of employees who are on a PIP get Fired anyway because of the PIP. There's only a 10% survival rate.
Agree I am worried about my rating after working my a$s off throughout the year
True. Not with new, future employers.
But if you want to transfer internally within Citi to a different department or different group within your same dept., you're automatically Black B@lled and Not allowed to transfer.
"A 4 will affect ur next job too.. definitely getting 4 means ur boss wants to sc--w u by any means even if not performance..so that would affect next job too"
Not correct. Your ratings don't get shared with any future employer.
A 4 will affect ur next job too.. definitely getting 4 means ur boss wants to sc--w u by any means even if not performance..so that would affect next job too
I believe it may be more of drop x percentage of your employees down by -1.
Maybe not the whole team but the mandate may be to give 2 of your people down by -1.
Does it matter? The end result is still the same which is to seek greener pastures elsewhere. The job market may be at a lull right now but this is not a forever state of being. There will be a day in which the job market is better. At that time, make a move.
@tv No way 70% of the bank is going to be dropped from a 3 to a 4.
Word has gotten out to rank everyone -1 less than you’d normally give them.
In other words if you’d give someone a 2/3, you now have to give them a 3/4.
If this is accurate, this should be interesting.
@kg lol. Ain't nobody ever rated a 1 got a pip. 4's yes. Clearly you've never managed people. And as far as dates for reviews, they can't be before a certain date. They have to be released in workday by hr.
It does not. If you actually paid attention, this changed two years ago. A 4 and a PIP are different because you can be put on a PIP at anytime of the year.
It really is common sense.
You know you can be a 1/1 rater and put on a PIP right????????
No. @dk+1k9z6e8wz Attitudes like yours are part of the problem. The company is toxic enough. We don't need that here too.
@ed i proved it by citing my review on the 26th (along with the rest of my team). Thanks for your attention to this matter!
Agree. And so the only way to remain employed after getting a 4 Rating and PIP is to find a new employer cause PIPs are De@th Row De@th sentence.
Management research and statistics show that 90% of Pipped employees get Fired anyway because PIPs setup the employees to fail the PIP's unrealistic or unachievable requirements and demands.
Correct. It's like adding salt to the wound. It's bad enough to get Rated a 4=Bad work performance.
But to preclude employees from applying for open jobs that may be more suitable or a better fit for the employees is counterproductive and Bad Policy.
But then, Sh!tibank is known for having Bad, Illogical, Cret!n and M0ronic Policies. It's one reason Sh!tibank is in the Sh1thole it's in.
@f0 A 4 absolutely means you are at risk. It means you'll likely be put on a PIP which means no bonus, increase or eligibility to post for other roles. The plans are almost impossible to achieve and if you sneeze wrong they'll let you go and that means no severance.
A 4 doesn't mean you are risk. Get a grip.
@e7 Pulled from the Citi intranet. If I'm wrong, then it's wrong there. And no, it's not different dates for different orgs. Please provide some evidence if the dates are different. You got a better answer? Prove it.
Is it possible, it's different for different departments ?
Some departments have the performance convo in December, but the compensation convo happens in January ?
@dk but your info is wrong/incomplete as I illustrated from personal experience. Be Better!
@a3 I had mine on the 26th last year and things have been pushed up 2 weeks this cycle. Expect mine again before Thanksgiving.
@bn nope not HR. Simple search on the company's intranet, and the email communications everyone in the company has already received. Took me literally 37 seconds to find this answer. And if you're new, under a year you don't get a performance review yet. You're too new to rate. And it's not rude, it's facts. this information is readily available to anyone who would look anywhere other than an external forum about layoffs. The lack of ambition or wherewithal to find simple answers yourself and defending that lack of ambition is part of the problem.
@bn or messican
@a3+1k9z6e8wz Rude! What you said is not always true or exact dates. Yes. The start date for conversations begin on Dec 8th however, it does not say anywhere that some may have performance w/comp conversations in Jan.
Someone new may have asked this question and you were a je-k towards them. You're either HR or one of the toxic people who get something out of being mean to others.
Should be interesting when folks who never were told they were at risk start getting rated a "4". Going to be a bo-m market for employment lawyers.
Amazing how easy this information is to find. Did you even look for it?
Oct 15: Employee self-assessments close
Oct 16: Manager evaluations open
Dec 2: Evaluations/Commentary by Managers close
Dec 8: Performance Conversations begin; Managers may begin to share evaluations
Conversations can go into January and a lot of managers like to wait and pair the conversations with comp (which comes out mid Jan)