Do they look at the past month? Past three months?
13 replies (most recent on top)
Over 10 years in a leadership role and I have only completed PITA's as part of a RIF. The only evaluations done twice yearly have been mentioned. Half and Full year evaluations which are available for all of us to see.
I am not sure why someone would want all to believe PITAs are done twice each year, hopefully they are just misinformed and not trying to stir the pot.
@2blb+1iRJDFx1- I’ve been a people leader for a long time and have NEVER been asked to do a PITA twice a year. True we do evaluate associates twice yearly and might update a 4 blocker but formal PITA no. That might be the way your department or division does things, but not typical in retail.
I did not know we were ranked twice a year against our teammates.
Point in time isn’t done solely in a RIF. That’s wrong info. It’s done every year in every part of the business, usually twice a year. HR works with leaders to keep that info up to date.
How does a PITA differ from a mid-year or end of year review? It’s used to look not just at you as an individual. It also compares to all the other people in an org who are doing the same or similar job. You’re ranked against other people. Those rankings help leaders and HE determine who’s on the high end with performance/potential and who isn’t. The results become part of figuring out who should be RIFed or who to move to a different area.
You should probably know what’s on it based on your past evaluations and if you’re on a pip
Those that don’t do nothing I guess should start working a bit harder….
Then how is the pita different then the mid year or end of year eval?
And no they are not updated twice a year. They are solely done in a rif
PITAs are done on a whim. Imagine if you will some poor schmuck is going through a list of people on her team. Who do you keep and who do you let go? When you fill them out you have no idea where the cut will happen, what score. You do know the people on the team, the characters, the basic productivity and who plays well with others. You also know who may have a difficult circumstance at home. The next thing going through the managers mind is how do you look these people in the eye when they are let go.... What if they are more aggressive than someone you rate higher. These things should not be factors but they are human too.
Are there fairer ways of deciding who is kept and who's let go? Seniority maybe but Humana wants to cut costs and keep people keen. There is no equity in PITAs, there are better ways but they won't be used.
Interesting…so, basically, the PITA is the same format for the mid year and end of year eval, just updated….
It looks at the last six months of performance. PITAs also get updated twice a year on every associate.
I get that. But that doesn’t address many things “right now”. Does that mean for one day they pull all your calls, look at your productivity, if there’s no meeting or if you aren’t active in the team chat? There’s too many things they look at that are included that aren’t “right now”. Does “right now” mean a week? What if you were on vacation “right now”?
Point in time speaks for itself, it’s how your preforming right here and now