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Annual performance appraisals

Wild OkieWild Okie Member Posts: 1,280 ✭✭✭✭✭
edited June 2008 in General Discussion
This is my first time that I have had to do this in my career most of the guys are above standard ,that work for me. We have to be in what we do. There is little to no room for error . The ratings are from 1 to 5 I gave a lot of 4's .I'm sure my boss will think I'm to generous . So Monday starts the battle of sorts when I hand in the reviews. I will stand my ground on some issues and compromise on some. Even though this is my 1st time doing this I know how it works. It is a tough process and should be interesting..

I will say though I have a good relationship with my boss. He is a fair and hard working person.
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Comments

  • nunnnunn Forums Admins, Member, Moderator Posts: 36,085 ******
    edited November -1
    We have them too, and they are a joke. Ratings are 1 to 5. Everyone usually gets a 3 in most categories, which is acceptable. Last two years, I have gotten a 2 in attendance because I used more than eight days of sick leave in the last 12 months.

    The joke part is that I have never seen anyone fired, or even disciplined or counseled, for not making a 3 in any category.

    The other joke part is, I am eligible to retire, and care little for the performance appraisal. When I retire, I can only be paid for 90 days of sick leave and I have over 120 days in the bank. Gotta use it up or lose it, I reckon, so I will continue to be down-rated for attendance, and will probably still leave sick leave on the table when I turn in my gear and walk out for the last time.

    They can kill me, but they can't eat me.
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  • cce1302cce1302 Member Posts: 9,555 ✭✭✭
    edited November -1
    fitreps are a serious business in the Marine Corps. One adverse fitrep can pretty much end a career. They take a ton of time to do properly. When done correctly and fairly, they can be a pretty good indication of one's performance.
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  • Old-ColtsOld-Colts Member Posts: 22,697 ✭✭✭
    edited November -1
    In my opinion it is the most difficult thing a manager has to do. During my 30 year career after the Navy I was involved at various levels of the process for 25 of those years and it never got easier. While I never became disrespectful I also never backed down when reviewing performance and merit packages with the next level of management. These were my people, I knew their value, and I knew the appropriate performance rating and monetary adjustments. I can't remember ever loosing a battle even at the Division President level! Good luck and follow your convictions!

    If you can't feel the music; it's only pink noise!

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  • Wild OkieWild Okie Member Posts: 1,280 ✭✭✭✭✭
    edited November -1
    Nunn we get three days sick leave. Use them and you rating will drop to one. That part is a joke for sure. When we all work hundreds of hours in overtime each year. That is never taken into concideration.quote:Originally posted by nunn
    We have them too, and they are a joke. Ratings are 1 to 5. Everyone usually gets a 3 in most categories, which is acceptable. Last two years, I have gotten a 2 in attendance because I used more than eight days of sick leave in the last 12 months.

    The joke part is that I have never seen anyone fired, or even disciplined or counseled, for not making a 3 in any category.

    The other joke part is, I am eligible to retire, and care little for the performance appraisal. When I retire, I can only be paid for 90 days of sick leave and I have over 120 days in the bank. Gotta use it up or lose it, I reckon, so I will continue to be down-rated for attendance, and will probably still leave sick leave on the table when I turn in my gear and walk out for the last time.

    They can kill me, but they can't eat me.
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  • MaaloxMaalox Member Posts: 5,155 ✭✭✭
    edited November -1
    Good luck with your decisions. I am doing the same thing this week. I am fortunate as the folks in my group are on the ball and not slackers. We have self evaluations and then evaluations from two or three peers. I have to provide my input and combine them into a summary which I will review with each one of my reports and get them to sign it. We try to use these as a constructive process outlining where the employee can improve. We have 4 levels for each category. Needs improvement, Meets expectations, Exceeds expectations and exceptional. Most are meets or exceeds.

    We get 0 days of sick leave so that is one problem I don't have to deal with[:D]
    Regards, MAALOX
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  • 11b6r11b6r Member Posts: 16,584 ✭✭✭
    edited November -1
    Told my boss the evals I gave fell into one of three categories: (1) Works and plays well with others, (2) Could try harder, or (3) Runs with scissors. And when you cut thru all the numbers, panels, charts, etc, it really comes down to that. [:p]
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  • dheffleydheffley Member Posts: 25,000 ✭
    edited November -1
    quote:Originally posted by Wild Okie
    will stand my ground on some issues and compromise on some.

    Never compromise on the truth.
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  • William81William81 Member Posts: 25,503 ✭✭✭✭
    edited November -1
    Had one every year for the last 24 years. For me it has always been a good time to talk to the boss about goals for next year and projects I am interested in working on...Feedback from the boss is
    a good thing generally. I guess I have been lucky to have had only two supervisors in my career and both have been decent gentleman to work with....
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