So, they want employees to provide their performance self review? Seems like a HR trick to use the self review against the employee by twisting it to justify why pay increase wasn't what it could be and where there is room to improve. Seems that on a scale of 1-5, why would anyone put less than 5 if this rating has any weight on their paycheck?
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PIRC is laughable. I was a former manager. No longer employed there by choice. But in 2024 going into 2025, senior brass systematically went through and lowered PIRC scores of consistent high performers. I am talking about those that were rated 17's for the prior two years straight, and told us that those people due to title and tenure were doing what is expected if them and only deserved 13's. Pushing their rating down this affecting pay for performance. Oh and then look what happened around the time P4P would have been given......500 layoffs. Pro tip: DONT TRUST LEADERSHIP.
@1n9 Employee ratings across each organization are expected to fall into an approximate bell curve, slightly truncated at the bottom that way managers don’t have to do a 1:1 offset of a very high performer with a very low one.
I can assure you this new system was not implemented for the benefit of the typical individual contributor.
@p2 Are they actually implementing forced ranking at FirstEnergy? I knew they used the system for ease of layoffs, but is it actually forced ranking?
It's the backdoor justification for the new forced ranking system. Saw this at my previous employer.