The whole PDS process is just theater, a scripted show making us jump through hoops for no real reason. They slap on ratings to justify cuts and PIPs, completely ignoring the real work and chaos we deal with every day. On top of it all, we end up second-guessing our skills, questioning our worth, and feeling disposable. All because of some frigging numbers that were never meant to capture our performance in the first place.
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We dont lose supervisor efficiency $$ on the PDS because that's thier job and purpose at EM. Develop and lead? Nope. They manage (admin) processes like MLRP, T&E and exception time reporting. What I dont understand is why there are supervisors that have only 10 direct reports. How hard can it be to push an approve button at most 10 times a month on a given process?
Key process to ensure we only get the hottest garbage as so called leaders. If you’re not willing to steal from the majority of the workforce by actively participating in running this dystopian ponzi, your integrity isn’t low enough to make you promotable to executive.
How much time and effort (money) is wasted on the PDS process? It goes on for months and months. If a Upstream Geo bills at $400 hour and conservatively spends 2 days writing and rewriting a PDS and 2 more days providing feedback on significant others that is roughly $12k in lost productivity for just one person. Extrapolate to the entire workforce. Then factor in all the Supvs and Mgrs that have to spend all their time reviewing pds and doing ranking sessions. Jesus! They could eliminate pds and rankings, give everyone at least 5% raise and save millions.
Performance Reviews are the foundation that holds up the HiPo rocket to the top.
The worst HiPo always ranks far above the actual highest performer. A HiPo that knows 1% of what his team does will always rank above the top expert in that team, for no actual measurable reason.
All the non HiPo employees fight for scraps.
Non HiPos over 50 fight to keep their jobs.
Around 2014 and then again 2019, Performance Reviews began to be utilized as a layoff tool, just a low enough % that EM did not have to declare the layoffs to the labor board. Before 2014 the PIP category was only utilized as a tool to depart new employees with less than 3 years that did not meet expectations.
One recent bias built into the system is discrimination on national origin. A person on the 1/8th pay scale can get RG 67 while producing less quantity and less quality than an 8/8 pay scale employee that gets RG 11.
It acts as the boogeyman to scare ppl into submission.
Just complete BS, you get stuck in a “high performance” group for ranking you are likely to be sc--wed over jaded and want to leave the company
It’s basically a sham.
About a decade ago, they actually ran training on how to fill out PDS. It needs to be less than so many pages and in a certain size font. People actually spent inordinate amount of time on it.
My supervisor told me to include specific catch phrases the were the flavor of the day. Since my write up didn't showcase her worth, she practically rewrote the PDS for me.
For too many folks it’s a completely demoralizing process. Corporate version of slow torture.
They do it because big brother orders them to. Like the song says"its just the way it is". No one will fight the power or rebellion for change. All the judges and deciders make good money and have power so they don't want it to change. The working class proletariat are the ones that suffer.