Can someone explain the ratings system? I was under the assumption that it was Needs Improvement, Meets and Exceeds. I just heard there are two more, Inconsistently Meets and Consistently Exceeds? Is this true? I have searched teamworks and I didn’t see anything on the rating system.
11 replies (most recent on top)
There is pushback on exceeds no matter what % you have in that category, so it isn't really related to the bell curve. It's not like if you have 1% with that rating they shrug and say "sounds good, moving on..."
What I find amusing is that the company simultaneously tells the plebes that "meets is a great rating", but also requires absolutely no justification to support it. Tells you everything you need to know about how good of a rating it is.
The percentages and categories are correct. My experience is that pressure comes from staying in the distribution for groups 2-4. I've yet to see pushback if a 5 isn't issued. Same goes for a lack of 1's. Where we get pushback is if 4's are being handed out without corresponding 2's. Every year since the curve was introduced my groups have needed to downward adjust our ratings. As an example, in a group of 100 if the distro was 10 2's, 70 3's, and 20 4's we would all be asked to reconsider the guidelines and collectively shift the numbers to balance. That could be moving 10 4's down to 3's or moving 10 3's down to 2's (or some combination of both).
I have fought with leadership over this rating system every year. Doesn't matter if your group contains top performers or if your generous ratings align with guidelines set forth by HR regarding what a Meets vs Exceeds. Everything comes back to the curve.
Last thought - the curve may not be applied in each little group. On a team of 7 the manager may have some additional latitude so long as the larger group numbers align with the guidance. Front line managers may not be aware of larger comp discussions taking place at levels above them.
Wells Fargo has an asset cap, consent decrees and a union. These folks can't regulate themselves let alone give reviews. So whatever they rate someone is from a place of ignorance. I am looking forward to the dissolution of Wells Fargo.
It's correct in the sense that it's "what they are looking for", but again, I have 0% in two categories and my others don't match their percentages either. I don't really care if rando anonymous guy believes me or not, it's a fact. If your manager got brow beat into hitting those numbers exactly, "sorry", but not all of us were.
Post ID: @ptt+1qKkcPWA
I’m not the poster you tagged, but the distribution they posted is correct. It’s veiled on the system as suggestive but we know that’s code for management expectation. When calibrations happen at a larger group than just your team, some can get by because other teams organically have more lower performers, so at a higher level it can balance out closer to the suggested distribution.
Some managers try to get around this by giving everyone a Meets. Ours told us flat out that’s what he/she was doing so no one expected anything more and also no one had to worry about being pushed down. I wasn’t thrilled with this approach at first, but also felt it helped keep the team working together vs against each other to compete for the very few coveted high ratings. I suspect the real reward for the top performers came from the bonus.
Can’t upvote @iek+1qKkcPWA ‘s post enough. First time I’ve seen the distribution %’s but it falls inline with what I’ve been told verbally.
Someone is lying, and it ain't me. I didn't have any consistently exceeds or needs improvement sooooo...yeah, you are wrong.
Yes 5 levels.
Search HR, you will find it
low to high and typical distribution: needs improvement (~5%), inconsistently meets (~15%), meets (~60%), exceeds (~15%), consistently exceeds (~5%). Any manager who tells you they dont have these levels and breakdowns is lying to your face.
Post ID: @iit+1qKkcPWA
They clearly said they searched teamworks. Now, how good they are at searching is debatable. But they did say they searched.
did you search Teamworks for performance review or performance management? Yes, it is a 5 tier system. Used to be 1-5 then after the scandle they changed it briefly to 3 now back to 5 for the last few years, the only difference is that now instead of numbers we have verbiage for each rating