How come some departments do not have it and some managers use it for retaliation?
How come as a manager when I go to enter rating ( after reviewing CFE form from my direct report and 360 feedback), the rating is already decided by Sr Dir who has not even worked with that person??? How come my manager put my CFE before I even send her the 360 feedback list or my CFE form????
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Last comment the correct answer.
If you have to ask … Because everyone knows you are bad at your job.
You’ve said what we already agreed on.
CFE = Politics
Sr director is roughly when you get thrown in the colosseum
CFE is a joke until you get to the Sr. Dir level. Trust me, I’m in HR and Talent only cares about that level and above. Anyone below that level, getting an exceptional is a strong pat on the back for all the hours you lost sleep or skipped on family time.
Don’t invest too much of your time into the ratings, it’s all a crapshoot as the SD said below. That’s why I always laugh getting on here when I see “I had exceptional 2 years in a row and got laid off!” This is because nothing matters below grade 55 (or S band for those folks who don’t understand the new grade system).
This isn’t school anymore, making an A+ in Marketing 300 doesn’t mean anything. It’s all about how influential you are in your field of work.
CFEs are d-mb but I don’t think you understand how class action lawsuits work.
It’s a messed up system with no real way to align ratings to performance or calibrate across. That being said, the OP might need to realize there is no law requiring a CFE that would create any grounds for a lawsuit.
CFE - is a wedge and a we-pon to divide and rule. It can be very powerful in the hands of HR and so called “managers” and “leaders”. To justify performance or lack there of. It enables the toxic process in eliminating the “worker bees” and keeping the “amazing talkers”, who claim to know what should be done but can never do it. It’s used as needed, count on that… whether as a form or 360 feedback, the supposed “ calibration “ is a rigged system
SD here.
It’s actually worst than this.
For example I can be told to change 2 or 3 of my HS to S because somewhere else there was project and SL wants to give more HS there, which is totally disconnected from how good some of my team did, or sometimes it’s the opposite where you hear “there’s room for a few more HS”.
One part where this impacts is when you have open roles and internal applications, the first thing HR shows you is their CFE history, which not everyone’s might know how meaningless it could be, and also could end up being unfair since you don’t have cfe for external candidates to “compare “ but HR presents them down because they have a few S.
I was in the room for a go-live decision in 2016 on a new philosophy/system/approach. Years of work, millions of dollars and at the last minute MM was sitting in the room for DA (CHRO at the time) and decided she changed her mind. Pulled the plug. I saw it happen again in 2018 a few months after she became CHRO. I’ve moved on from Talent, but am still close to people still there grinding and it’s the same old same old - zero focus at the top and even less courage to make meaningful change. Blame “HR” all you want but MM has burned through dozens and dozens of good people trying to make a difference in my 10+ years here.
As CFE are decided by Sr Dir and really before you have a chance to fill out the form or get 360 feedback, does CFE rating affect PSP?
CFE’s are a joke. If at all meaningful would be a two way process where reports could call out issues, and those bubble up the chain. Ratings are already decided based on roughly a bell curve, before any of this process takes place. Heck - many teams don’t even do them. A decent manager should know what you’re working on, if conversations are quarterly Or twice a year, then is the wrong person doing the CFE. People who care want to be heard. People who don’t just echo what they think management wants to hear. Hmmmm … wonder who get higher ratings? Lol
I've received HS for several years, but I haven't gotten a promotion or a noticeable compensation bump. What's the point of getting HS then?
The team that does CFE in HR has been trying to make changes but have been blocked or watered down within HR leadership at every turn. Repeating the obvious but nike HR leadership is toxic, lookin at you MM.
The CFE is a crock of shi* and everyone knows it.
Favoritism is how it’s done. Your VP and SD will pretty much decide for whole org. They do perform good theatrics around it with help of HRBP. HRBP are usually lap dogs of VPs. At least that’s how its done in GT
CFE’s are performative theater that is done as a formality. The process and methodology is outdated by at least two decades but no one in HR wants to do the hard work to implement a meaningful and more fair evaluation system. As you mentioned CFE ratings are also often pre-determined, with employees having little to no ability to influence their own performance rating. Managers are not at liberty to “call it as they see it” when assigning ratings and if a manager assigns too many high ratings they’ll be told they “calibrated incorrectly” . This is especially problematic when managing a team of high performers and you’re told you can’t assign everyone the rating they deserve because it will mess up the curve.
DOCUMENT IT ON YOUR PERSONAL PHONE AND REPORT IT TO THE SPEAK UP PORTAL!