Have reviews and performance ratings been locked in yet?
Just wondering if there's any reason to try impressing anyone, in terms of affecting bonus amount.
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Sometimes I think that if it wasn’t for HR demoralizing us by the process, we’d have no morals at all.
Put in a 5 year stint as middling sr. professional in HR arena. Several immediate manager ("team leader") changes. What a surprise that despite consistent job performance and interactions with internal clints on my part, my performance evals (and corresponding salary adjustments) directly reflected the degree to which less competent or technically unknowledgeable managers apparently felt threatened by my presence. Long term and generally stable elements of my particular skills and performance evals were consistent only with the managers' PERSONAL non-working perspective of me as an individual.
Wide swaths within the HR regime components which I worked with were run like a mom and pop soda shop rather than a key element in an employer of more than 240,000.
What a joke that I am happy to have left behind.
there is a calendar you can find on teamworks and the new HR service now portal. The deadline for managers to submit annual review for all their directs was in October 15 or 22. In November they host calibration sessions to make sure all ratings in your LOB are consistent with employee performance. After thats completed your level 2 and 3 managers will lock in raises, bonuses, RSU, etc in the CP&D tool in December. Technically yes they are already in but they can always go back and adjust something if you burn a building down, cause the entire network of ATMs go offline, use a gamer word, etc.
The way year-end is treated here is sad. I’m sure it’s like this at other companies but there shouldn’t be so much secrecy and so many unknowns to the employees. What about embracing candor and doing the right thing by communicating. There is too much lip service and not enough genuine action. It’s like we are in OZ and year-end is behind that curtain. I work my tail off and my boss should be open with me about where I stand, good or bad, at all times and not just in June and January.
Wells Fargo -- the "why bother" company!
I've seen this "review process" demotivate a lot of good people, and turn star-performers into people who do the minimum to just get by.
Several years ago I mentored a young man who I felt would go far. I really went to bat for the kid and got him a great opportunity as an FTE. He was good, but he got a unreasonably poor review from a manager who had other personality issues. It was as if a light bulb had been dimmed. My star performer turned into an average performer with a "why bother" attitude, and ended up quitting after about a year.
WF managers are bad and don't care about anyone, even themselves (fat).
they've been submitted but ratings can be changed based on 4th quarter performance
ratings are currently being calibrated. nothing yet on compensation, guidance is going out later this week and managers have been invited to a number of meetings later this week and next so perhaps they will get an idea of the impact of total variable comp.
Positive reviews by Managers are very motivating. Negative reviews by Manager are NOT motivating at all.
Managers are currently negotiating the calibration of the ratings right now. Reviews have been written. It's mostly locked unless you really sc--w up.
What he said....all over but the cryin. The Ratings along with merit, bonus, LTI recommendations are out the door to the next level for planning and "rebuttal" at this point.
I've always thought of how insincere it all is....rating employees when they've not even been given a full year to comply with their targets. Wells is the epicenter of hypocrisy......
It is somewhat locked, but it can be changed if the performance worsens.
Yes, it’s all pretty much done at this point.