Thread regarding Wells Fargo & Co. layoffs

CP&D tool is horrible! The multiple steps required to upload comments and ratings are ridiculous. Every time I input something, I prayed it wouldn’t time out. Of course, I wrote my comments in a Word doc first. To someone’s point, it’s just one of many of our systems that is so flawed, unreliable and a time k–ler.

Uh oh...it just occurred to me I copied and pasted from my Word doc to the tool! Think I’ll get terminated for it?!? 😂

Reporting module in CP&D not working for me either. Does anyone get any value of the whole CP&D tool? I guess I must need hours of "training" to learn to navigate another badly designed application.

At least in my area HR informed us the Reporting module in CP&D that would spit out the .pdf reviews either isn’t working or isn’t available so we did all reviews in word old school style. In my case I made sure to have the overall rating bolded at the end with an overview of that directs performance.

Thanks, all! Found it in CP&D as directed.

Mine was all verbal. 10 mins.

Nothing in CPD tool yet – thought it was due 7/31.

My information was in the CP&D tool but only available 5 minutes before my scheduled review with my manager so I had little time to formulate any thoughts. There were no rating given at the time of my meeting as my manager was concerned that what they told me might be over ridden by leadershp when all was said and done as they have experienced during annual review time. I did get a call a week later with my official rating. I don't hold my manager accountable for the process as they have been transparent with all of the last minute changes provided by HR to them. I was also transparent that this process along with all of the leadership calls was not giving anyone the warm and fuzzy about the future.

Yes it’s a word document the most concerning piece is not sharing ur review in any visual shape or form until after it is in the system. A review of any kind of a two way discussion to talk abut wins and strategies for wins - lots of HR filings this week

any midyear ratings and comments should be in the CP&D tool (compensation planning and decisioning tool - search on teamworks and login to check). Unless your a LOB that hasn't migrated, but I don't think there are many still not using it..

I received a favorable rating last year. It changed this year after the announcement that layoffs are coming. Watch out. This new performance review process at Wells Fargo was used at Chase when Charlie was there. They will force rank every person. It will not be fair. Those in the lower 10%, and receiving a 1, pack your bags and leave now. The 2 rating will be used to push satisfactorily performing employees to a needs improvement. They will be encouraged and given a "plan" to work it out. There will not be enough time to accomplish it since it only 60 days to year end. It is all window dressing to make it easy to fire you at the end of the year and not pay severance. It is a scam. After 90 days no matter what you do (too little time) you will be fired. No severance... Chase did it over and over. I know since I was there and a manager. I had to force rank individuals year after year until we eliminated 40% of the workforce and it did not cost the company anything since the individuals were fired. If you are older and over 60, you will be targeted and in three years there will be no one or minimal amount of people over 60 in your area. You may think you are safe but they will change the metrics and despite your best efforts, you are human, will make mistakes and errors and these will be used against you unlike in the past. The higher up the ladder you are, you will be targeted but because of level, you will get a severance package. They will take care of the top of the house with those of lower or mid rank bearing the costs of reduction with the intent to limit severance to lower ranking employees. These employees are generally not as financially capable of raising a lawsuit and they know this so these individuals are targeted with firing with higher level employees that could mount a lawsuit are severed. It is darwinian. I understand the idea of getting rid of deadwood, but the company is intent of reducing the headcount by 40,000. It is brutal and don't think you are ok with a 3. I saw employees rated a 3 at chase given a 2 at next review to fire them to reduce staff. I already seeing it at Wells Fargo where employees rated a 3 at year end 2019 are being tagged with a 2 at mid year and given to year end to improve (or else). By the way, they will eliminate a lot of positions by consolidating reporting lines such that those managers with less than 6 reports will be let go. Forget the blubbering about how people are valued... the intent is to reduce the over 60, get rid of satisfactory employees but not at the top of the performance curve and those that are not liked or part of a team that is determined by favoritism. Eventually those who think they are not at risk will eventually be risk from the forced ranking. It becomes a system of eating your own young.

Kept waiting for a written review to come through never saw one and also tried to search for where it might be. It was blank under compensation and planning. I will have to play around and see if I can find it. I had questioned something said to me in my review that sounded fishy and mgr did not provide examples so wanted to see it in writing before I followed up to ask for examples of that feedback.

also a manager. agree with everything @djd says. spoke with someone in HR who said "we're building the plane while we're flying it"

If you want to see your review and midyear rating, log into CP&D. It's available to all team members. No acknowledgement process for midyear.

Year end reviews are going to be much earlier this year - discussions in January on rating and comp. Writing reviews in oct-nov. In essence you have three months from the midyear until you are evaluated year-end. If you want to know what you would need to do to raise your overall rating - ask your manager now - you don't have much time.

Manager here:

HR provided no guidance and no form for these things. The ratings were rolled out a week and a half after the process kicked off and after HR said no ratings would be given. The whole thing was clunky, disorganized and horribly executed.

I used a word document as well. I did, however, include the overall rating on the document.

I then cut and pasted the review I discussed into CP&D (which by the way is also horribly laid out, clunky and disorganized).

This process was pretty embarrassing and the execution by WF leadership was about as good as their Q2 performance. Good lord is there ALOT of room for improvement in everything we do.

Yep. OP, just log in to the compensation planning and development site and you should see your feedback and rating (meets).

its on the web page with your goals, maybe they print it out