Another year of doing beyond what was asked, exceeding targets, cost savings, etc, and HR still won’t give enough “strong” or “exceptional” rating options to teams. Seems like HR and LT are hand selecting which teams are allowed to have strong or exceptional. Doesn’t seem fair but it’s BD.
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@3q1 and this is why I left BD
@3kd It is actually tied to budgets and HR will force managers to either 1. knock down their ratings to fit into bonus budget or 2. take from other team members bonus to payout a strong or exceptional rating. The bonus budget is determined by a few factors but mostly company performance. The performance ratings determine bonus payout by percentage with Effective = 100% bonus, Strong = 105-110 (I think, might be 115), etc but those percentage totals across the team and business have to fit into the budget. So if you have 2 employee truly at strong or exceptional and 3 at effective, the manager will have to bump the effective lower to meet bonus range of the strong/effective or lower the strong/effective rating. In the end its all about the budgets and not really a honest performance rating.
HR rating is relative evaluation, rather than absolute evaluation.
Getting 90% of score seems very good, but it is not true if the average acore is 90% or above.
I joined BD 5 years ago and got 3 Strong and 1 Exceptional by showing significant contributions than others.
@14p oh yes, very few have a manager willing to stick their neck out to make sure they get to retirement. Glad to be gone.
@144 I know first hand that they will often get rid of people shortly before they are retirement eligible. It’s a real classy organization.
@c2 people over 50 have been re-org'd out of roles for decades at BD - no lawsuits are brought because you have to sign a paper saying you won't sue in order to get your severance. If they consider you somewhat valuable they will let you stay until you are retirement eligible - but I have seen people return from medical leave from cancer and get tossed out like yesterday's news as well as valued contributors run out on a rail to make way for nepo baby favorites who inevitably crash and burn. Problem is each crash and burn results in a new low bar for expectations out of the role. It's a death spiral. BD is dying.
@c2 and don't forget when they RIF you you have to sign a document saying you won't sue them or you get nada. It SHOULD be illegal - not sure if it is. They aren't obligated to give you a dime. I expect the policies will change soon enough to ensure no one gets a nickel.
The way the performance review cycle was managed this year was laughable. They may as well go back to giving everyone the same rating each year if top level leadership who don’t know the folks are changing ratings arbitrarily to support a mandate.
@ck Amen! I would go for it in a heartbeat!
@c2 wish BD would have more integrity and just offer early retirement offers and allow the employees to be empowered to choose. For example, use a formula of sorts. take age of employee + years of service = and if that number equals 85+ those employees would be offered a separation package. This way both employee and employer consider it a WIN WIN.
@ac 100%...and I'd love to see the real statistics on the number of people over 50 who have been "re-org'd" out of roles in the past 2 years. They have eliminated roles of boomers and Gen Xers and posted new openings with the same JD within a week. Flat out illegal, and a sign of how dillusional and empowered leadership and HR have become. Gone are the days when BD valued experience and skill, and sad to see this once great organization descend into mediocrity.
They won’t give anyone over 50 exceptional! Age discrimination throughout BD