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Performance Reviews
4

Performance Reviews

Performance Reviews

(OP)
This is the first year I disagreed greatly with a performance review I received.

Specifically to tell what happened is that in November we received our performance review. Before we are reviewed we are supposed to rate ourselves in several areas. Then our direct supervisor rates us. However on top of it this year they made a change and had some of the lead executives also rate us. I was told during the interview that because of this everyones reviews are much lower than the previous year.

In any event, there was more of a disconnect than I expected. I do think I rated myself highly, but after this review, my result was already 20% lower than the previous year.

Then the top executive who hadn't weighed in yet, decided to further adjust the employees reviews. Presumably while under pressure to greatly limit raises.

So now my ranking by points is 30% lower than previous year.

Why this bugs me so much is that I've had to work longer and harder this year than ever as one coworker was suspended and off work for over 2 months for a reason that i believe most other companies would have fired him for.

I believe to no small degree having to cover for his work and my own at the same time is part of the reason for a lower effectiveness rating.

At first I wrote no major comments of disagreement, but after the top executive who has little direct contact with my work lowered the score yet again, I wrote a very polite letter stating what some of my disagreements were. I don't think it will have any effect other than making me feel better for stating how I feel about it and how the review process lacks accurate metrics.

Have you ever disagreed with your review? This is the only time I can think of that I've had major issues with one.
 

RE: Performance Reviews

yeah, but never enough to quit over it.  I always use the feedback portion to write something cheesy about appreciating the opportunities, etc.  It's the pay raises (or lack thereof) that usually end up pushing me out the door (not that there have been many occasions).

 

RE: Performance Reviews

Oh yes, I have massively disagreed with one and had issues with certain aspects of at least one other. I think they're difficult for the appraiser to keep objective, plus if you happen to have a personality clash with one person in the decision process the whole process is open to all sorts of distortion. In my case the guy who I clashed with was neither a direct manager nor from my discipline, so f_ck knows why he was involved in reviewing my performance. I'm sure he had a lot of objective input.

Is it worth disagreeing in public? Depends how you look at it I suppose:

Will disagreeing change anything? Yes, but not in any positive way.
Will you feel better for an hour or two for venting off? Almost certainly.
Will it change a system that is open the kind of corruption that would make a politician blush? Not a chance, save your breath.

Who knows, maybe there is a company where this system is fairly implemented. I just ain't experienced it yet!
  

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If we learn from our mistakes I'm getting a great education!
 

RE: Performance Reviews

If it doesn't affect salary and promotion, as management always tell you, what does it matter?
If it does, as we most of us may believe, then it does matter.
Of the two options, which is the one that it most profits you to adopt?
 

JMW
www.ViscoAnalyser.com
 

RE: Performance Reviews

hmm..  at my current office they specifically describe how the perf rev's impact salary and promotions. (if you get _x_, you'll get y%, etc)
 

RE: Performance Reviews

(OP)
I guess in this case I almost don't care about the money. I just care about the final stamp on a year where I busted my ass and received such a mediocre result.

I take responsibility for it though and will make some changes for the coming year. No will be a part of my vocabulary though as part of the problem has been my lack of assertiveness, which has led me to take on too much work at times.
 

RE: Performance Reviews

Sit down with your manager. Go through the list. Make a recovery plan.

It is quite possible to work very hard and yet make no impression on those in positions of power. It is also surprisingly easy to dent the egos of those in positions of power. Neither will improve your rating.


 

Cheers

Greg Locock

SIG:Please see FAQ731-376: Eng-Tips.com Forum Policies for tips on how to make the best use of Eng-Tips.

RE: Performance Reviews

EngineerDave,

The appraisal I had the big problem with was in circumstances not dissimilar to yours: I'd taken on an impossible workload, worked a lot of extra hours just trying to keep things above water, and eventually I fell short on a few targets. The targets I missed were politically sensitive but ultimately valueless and I let them fall to save a couple of jobs which did matter. The appraisal focussed on the couple of things that weren't done, not how much had been achieved and what had been given up to achieve it.

Take a deep breath and count to ten before saying or doing anything. You might be better off swallowing the bitter pill and gently changing how you do things next year given the current economic climate.
  

----------------------------------
  
If we learn from our mistakes I'm getting a great education!
 

RE: Performance Reviews

I got clobbered at one appraisal for a project that "failed".
It failed because management didn't have any two brain cells that were compatible with each other; the product was exactly right but they had imposed a stupid price. Client rejected their stupid price (cost x 5).
They chose to believe the client had rejected the product.

That hit me hard when pay review came around.
Three years and three business managers later I got to dig the project out again (I get bloody minded some times), visited the client who then signed on the dotted line and the product then became an industry leader (at cost x 2.5).

Client referred to them as the silly years.

Of course, the moment the client signed (and was followed by the rest of the industry) it looked like the impossible targets I had been set would result in them now having to pay me a big bonus... they went for restructuring instead.

You know, It is nice to be right.

It is nice to so thoroughly understand what the client really needs and what the market needs (a new market to me which involved much research and question asking) that Ican deliver a product that displaces the competition in a conservative market where were new manufacturers can usually just peer through the windows, where the competitor has enjoyed 90-95% market share for over 40 years.

It is nice to gain the respect of some very professional engineers in the market.

It is nice to know that you have been responsible for that.

BUT how much nicer to have earned the right salary for those dark years and to have been paid the b***dy bonuses when all of a sudden they have orders coming out of their ears. This isn't an either or option, I could have had all the satisfaction and all the rewards... couldn't I?

Some appraisals you can't argue with because management minds are closed. Doesn't matter what they determines pay and rewards, ultimately it comes down to what management think. If you have good managers and do your work well then all can be fine but good honest managers with integrity and some basic understanding of the real world seem so few.
 

JMW
www.ViscoAnalyser.com
 

RE: Performance Reviews

I was kind of forced into management a few years ago and during that time I had to give appraisals as well as get them.  Before the whole process started, there was a closed-door meeting where all the "scores" were decided.  My task was to kill a couple of hours and then award the score.  It cheapened my own appraisal somewhat.

My recent appraisal went like:

"Ok, shall we do this then?"
"Sure"
"How do you want to play it?"
"Quickly"

I honestly believe in appraisals for young graduates.  But they lose their sparkle after the first dozen.

- Steve

RE: Performance Reviews

Frankly.
If I had a review that is 30% lower than the previous year, there would be only two conclusions:
1. Either management thinks that I am not worth my paycheck.
2. Or, I do not fit in the place anymore, ragardless of my capabilities, they want me out one way or another.

Looks like "out is in the near future", better be on one's terms. Time to look for another job. Fast.

AND, it will be a better job where you can be happier with much more money to top it all.

Unfortunately, that's the only language most people understand, they do not realize what you're worth until you quit.

RE: Performance Reviews

(OP)
Well the method of rating changed over the last year so that accounts for a good chunk of the change.

Finding another job isn't an option. Doing better is. I'm not sure if I should have written a response but it does allow for comments. I kind of felt it was better to at least let them know that "I suck but at least I care and I'm determined to do something about it" than "I suck and I don't even care to respond".

It was very disappointing. I will learn from this. A good portion of my issue with it is that I carry a much higher workload than at least one of my two other colleagues who is in this position. It was a drain to keep up and on top of things.

Looks like more Saturdays in at work for awhile.

RE: Performance Reviews

The polite letter was your resignation; you just don't realize it yet.

Do better elsewhere.

 

Mike Halloran
Pembroke Pines, FL, USA

RE: Performance Reviews

You're planning to spend even more time working there after a bad review? To take on even more work than you already have, knowing that the guys getting the good reviews are doing less work, to a higher standard? Follow their example and maintain your standards while doing less volume of work: if there's too much work for one guy then let your employer recruit more labour. There's no point working yourself into the ground trying to achieve the impossible. I've been there, made that mistake: it screws up your life outside of work eventually. Keep your weekends for you and those precious to you, otherwise you'll risk losing out in a much more important performance review: the one from your girlfriend, or wife, or family. Those ones sometimes can't be fixed.
  

----------------------------------
  
If we learn from our mistakes I'm getting a great education!
 

RE: Performance Reviews

Why do you have more work to do than others and for less reward and less recognition?

I think, from what is here, that the last advice is the best... start looking around.

 

JMW
www.ViscoAnalyser.com
 

RE: Performance Reviews

The easiest thing to do when an appraisal exercise go bad is to blame management. Before taking on additional duties, one must evaluate the impact that this will have on performance indicators and make this clear from day one by sitting with management and readjusting the targets to reflect the new situation. A lot of time one is so eager to be "recognised" by management that a situation is rushed into blindly and at the end of the review period the victim come out scorched at the other end. What you need to do is to recognise that you blunder by not having your targets readjusted and take this as a learning experience. As you said you need to include the word "No" in your vocabulary.
 

RE: Performance Reviews

(OP)
Yes. I have never felt compelled to respond before in this manner.

Alot of people said they were unhappy with their reviews. Perhaps next year things will be better?

As far as new jobs, well the field i'm in is about as narrow as one can be in now. The only way to get a new one would require a geographical move.

There are some potential changes that have been discussed that may make all the difference. I performed a workstudy for my boss that helped us create a new position (by transferring a current employee into that role). As part of that new position however the justification is that this person would shoulder some of my overload. But to give you some insight, this person is a crony of the boss and had complained to get out of her current position and into this new position.

Unfortunately there has already been some backpedaling on this new individual shouldering some of my workload. It remains to be seen what will happen.

RE: Performance Reviews

About 25 years ago I was working for an energy consulting firm. I took a starting salary of 33% lower than my last job, in exchange for getting to write in a provision that I would receive a bonus of 5% net off all contracts I brought in individually. That was good motivation, and at the end of the year, I was scheduled to be the second highest paid employee, behind the company president. The comapny president said that I had underachieved, was getting a flat 5% raise, and no bonus. Energy was a very narrow business then. I explained that I had a signed contract, was not interested in his "bone us", and if he did not honor the contract the choice was his to either go to court, or to have me turn the contracts back in. I turned the contracts back in, the company laid off over a third of employees, and I moved geographically and financially.
Once you get "punked", management knows it can always punk you. Look for another job-you have no leverage in the current position, and if you take a kicking and keep on licking, you'll continue to get the same results. Look up the definition of insanity. If you do the same thing, and try harder, and expect different results, then the DSM IV may have a description of your condition.

RE: Performance Reviews

EngineerDave,
Your last post suggests that things just got worse for you.

They have used this years review to "document" perceived poor performance, provided a solution (the management "crony" which they have then neutralised - by back-pedalling") and presumably they used that "solution" to increase the workload (surely they didn't just assign this damsel to take on some of your work? They'd have had to justify her assignment as delivering improved productivity and profit).

Now ask yourself what chance you have of delivering on the new improved targets?

You should then have some idea of what success you are likely to achieve against management expectations and you should be able to foresee the outcome of the next review even now.
You might ask if you are being set up (maybe not you alone) for the lead role in any "restructuring" management decide upon as they seek to improve profitability by cutting overheads (people) while still expecting the same or increased "delivery".

It sounds as if there are some serious management issues here.
You should now be asking yourself just how good your management is (actually this is supposed also to be part of the review process, though a somewhat whimsical one).

You have to ask if there is anyway you will receive a good review and advancement either in position or rewards.
If you can't see this happening then get out now, why go through another bad year with no light at the end of the tunnel?
 

JMW
www.ViscoAnalyser.com
 

RE: Performance Reviews

If I received a poor review/poor raise, it would send a message that "we don't value you and/or we want to get rid of you". I wouldn't try to reason out why, as little of what goes on in this world is based on sound logic.

RE: Performance Reviews

The "proper" way for your manager to have handled that review would be to have called you in for "coaching" well ahead of a poor review.

Or otherwise he could have given you a passing review and to talk with you about realignment of your goals and priorities.  

At least that's what we learned at one of those "Giving Good Feedback" training sessions from when I worked for a big electrical utility.

It sounds like you were blindsided, and I tend to believe that I'd be looking at some options elsewhere.

old field guy

RE: Performance Reviews

At my company we have a rating system that goes from 1 (outstanding) to 5 (poor).  The geniuses in HR feel that there should be a bell curve of ratings.  If one person gets a 2 they insist that someone else gets a 4 so, in my department, everyone gets a 3 which basically means average.  This renders the whole thing pretty much meaningless.  My boss tells me verbally how he appreciates my work, which does mean something to me.

It could be that your company's HR has started to subscribe to the same theories as mine, and that is why your rating is lower.  What does your direct supervisor say?  Have others' ratings been lowered?

RE: Performance Reviews

My ex-personnel dept had the idea of the bell curve distribution. They could not give me an answer when I asked why they were recruiting as many 4's and 5's as they were 1's and 2's. lol
  

----------------------------------
  
If we learn from our mistakes I'm getting a great education!
 

RE: Performance Reviews

It's not always the HR "wienies" that instigate such changes.  One year, a new director decided on his own to come up with a "what have you done for me lately?" rule for rankings.  As a result senior engineers were penalized on the grounds that their output should be proportional to their experience, and as such, all of the senior engineers got bupkis for ranking and raises, while the younger engineers got 10-15% raises, since their salary bases were lower.  

Fortunately, he and the division both parted ways from me; he, because of a more lucrative and higher position, and the division, because it was moved elsewhere.

TTFN

FAQ731-376: Eng-Tips.com Forum Policies

RE: Performance Reviews

At my last company, reviews were completely anonymous and were "peer" based.  That meant that people were vicious and criticized personality rather than work quality.  I did ok for the first 8 years, and then had a difficult year health wise, which required lots of medical visits.  I made up all the time, but my wonderful anonymous peers didn't know that and I got nailed.  My boss had nothing to say one way or the other - just that I need to work on my perception.

At that point I began planning my exit.  I had a few "life" things I wanted to get out of the way first, but as soon as those were accomplished I found a better job.  My boss was shocked - I had not let on that I had spent 2 years being pretty pissed off.

My new company does reviews based on supervisor's comments.  No peer review.  Not sure if that is good or bad, but I happen to have a good boss who values  my work and bases my reviews on that.

That review still bothers me, even though my next 2 were good at that company.  Then again, I tend to take things personally, so I have been working on that.

 

RE: Performance Reviews

wow, you guys actually have performance reviews!??!?!!

RE: Performance Reviews

(OP)
Well hears the update. I retracted my comments. There was a hell of a lot of complaining going on. Several people got poor reviews and I just didn't want to be another complainer.

I had written a pretty tactful document but i was afraid that the first part could have been perceived as a rant by the manager who barelys knows me and knows little of the work we do.

Next year I'm going to focus on being timely. I.E. no chance at all to be dinged for things late. That's all I can do.

I absolutely will not volunteer to help out in any extra manner unless my work load lightens. I want to keep my job, but I want to keep my life too and not get screwed again. Depressing huh?

 

RE: Performance Reviews

(OP)
I think I'm going to have to reconsider some things. I reread my post about the lazy co-worker from 2007.

This co-worker is the same one who was suspended this year. He has certainly made my life difficult and didnt help my performance this year at all since I had to cover for him.

RE: Performance Reviews

I think you're starting to see things from a more realistic angle. I hope making the changes makes it work for you, especially as you seem to enjoy working there overall. Don't drift back into the old way of doing things or you'll be in this position at the end of 2009. Happy New Year!
  

----------------------------------
  
If we learn from our mistakes I'm getting a great education!
 

RE: Performance Reviews

(OP)
Exactly! I've held a grudge with a co-worker for a whole year that just got worse as the year went on. He was actually suspended for two months which is almost unheard of for someone in a technical position but it was related to alcoholism.

I feel like my perfomance suffered because i have had to pick up his slack even during normal situations but even more so during his suspension. That was kind of the final straw for me that led to me writing a letter.

I later retracted the letter when I realized it was counterproductive. I need to do something to change the perception of my value around the department as well. Being angry won't do that.
 

RE: Performance Reviews

Well said and if the need arise to pick up additional duties, evaluate the impact that it will have on your KPIs and discuss with your manager/ supervisor.

RE: Performance Reviews

DAve,
At least your reviews are not late,
my(our) last 2 reviews (annual and midyear)
Where both 6 months late being returned back to us after
the bosses comments are added, this gives us no time for improvement if needed.


 

RE: Performance Reviews

(OP)
Actually they were late as well. First we had a review in November that should have taken place in October. Then the review was revised in late December. Just yesterday i found i didn't get a raise. To make it more interesting or perhaps in his mind to soften the blow he mentioned that 5 other people in our department of 20 didn't get a raise. Great to be in with a bunch of winners.

I'm totally focused on this year. I will make sure everything I do is on time that should at least raise my review 20% or so.

I will be really careful about volunteering for extra work.

RE: Performance Reviews

From my perspective, your story plays like a Greek tragedy.  Everybody knows, before they arrive in the theater, that the hero is going to get screwed.  All the characters know it.  Even the hero knows it, in his heart of hearts.

The entertainment is in watching him writhe, and try, heroically of course, and without result, to change his fate.  

I don't find the art form particularly entertaining.
Too much like office politics in engineering.



 

Mike Halloran
Pembroke Pines, FL, USA

RE: Performance Reviews

EDave,

I hope things start looking up for you this year and you again find fulfillment in your work.

The company i work for do 'Achievement Plans' for technical staff at 6 month intervals. As a graduate i find these to be extremely important and valuable, however they are often carried out late and there is little guidance given. I find that when i do one, management agree that i have reached the point i aimed for previously, then when i outline what i wish to achieve for the next period they dont let move forward and i get the feeling there isnt alot of confidence in me.

I guess its like what i have read through most of these posts... management don't really care about your performance or paycheck. Just there own.

'the problem with society is not that we set our goals to high and miss them, but that we set them too low and achieve them' - unknown.

Other employeers have performance reviews - if someone is given three ratings >8/10 the supervisor must write a report on the person why they did so well, and the person should move up a tier level. If the person receives scores <2/10, the supervisor must write a report why they have not done so well.

This often means that high achievers wont get recognized as its to much effort to put them up a level and more work to write reports. People doing poorly will not be caught out as its too much effort to report on this. I had my first opportunity to carry out performance reviews on some of my immediate team members prior to Christmas and found it a very fulfilling experience to reward everyone with honest results (negative and positive) so they would all go home over the break and be amped up for an excellent 2009.

 

RE: Performance Reviews

(OP)
Nice words from all. Enjoyed the post from thegraduate as well.

The way this review was conducted was a bit suspect. First one group rated us, then the direct supervisor rated us and finally the manager. So the first rating was then adjusted lower by both the supervisor and then the manager.

So that moved me from initially an effective rating to a less than effective rating by the time the manager finally adjusted it almost two months later! Let me add that this manager is not a technical person, has an office on a different floor and has little to no direct knowledge of our type of work, the quantity and the quality of it.

One thing this really has amped up is my competitive spirit though. Before I used to volunteer to help others without them asking. I rarely asked for help (this is a big mistake) as there were times when I was so overloaded i should have.

I am being extremely careful and very selfish with my time to make sure my own objectives are met first. It was stupid of me to work in any different manner, but I thought i was being an excellent team player.


 

RE: Performance Reviews

Ah, good. You are now learning why your boss is paid far more than you, for an easier job. Basically, in a rational organisation where pay is linked to performance, employees would not share knowledge or take on any task outside of their KPIs. Since 'teamplayer' is not an objectively measurable characteristic, dump it.

Now, whiny managers might object to that. It is their job to figure out a better choice.

It does exist, if they weren't so lazy they would find out what it is.


 

Cheers

Greg Locock

SIG:Please see FAQ731-376: Eng-Tips.com Forum Policies for tips on how to make the best use of Eng-Tips.

RE: Performance Reviews

You have to look out for your own best interests because no one else will.   Don't volunteer to help out your co-workers with their work load unless yours is well under control.   You also need to learn how to manage and prioritize your workload better.   Unfortunately that means taking a selfish attitude.   If you are working on two projects and one must be late, you need to make sure the project that has the highest visibility or the one that you will be rated on gets finished on time, even if you feel the other project is more important for the company.  After all, why should you give a hoot what is in the best interest of the company?  They certainly don't care what is in your best interest.  Part of managing your work load is having good communication with your manager.   Don't let dates slip.  If you missed a deadline it is already too late.    If you see that you will probably not make a deadline, or if you have too much of a workload, you need to let your manager know as soon as possible so that he can either: prioritize your workload, shift deadlines, or find someone else to help you out for a change.   

I hate to say it, but unfortunately it sounds like you work for a company with terrible management, and no matter what you do to try and fix the perceived problem you will always end up the loser.   Having managers that are one or two levels above your supervisor contributing to your review is a big red flag.   How can you ever expect to get an objective review from someone who probably doesn't even know who you are?   Most supervisors have no clue what their direct reports do, so how can you expect someone on the Director or VP level to have any clue?   These guys are so far removed from the day to day operations of the company it isn't even funny.

 

RE: Performance Reviews

I have had a quick flick through the comments.

What amazes me is that no one seems to mind actually being judged and stamped with a score.

A numbering system is a pathetic means for reviewing someone's performance - humans are not examination papers.

RE: Performance Reviews

A score is a score be it number, letter or word based. Engineers understand and relate to numbers.

A more important factor is whether it was a positive review. An even more important one is whether a significant raise or improvement in responsibilities/workload/conditions was forthcoming.

cheers

RE: Performance Reviews

One problem is to agree the "KPIs" or metrics.
It is very easy to choose the wrong metric and then work to meet the metric and hence become less productive, even if more acceptable.
We can already see how an engineer has been moved from being a "team player" always ready to help others to someone exclusively concerned with his own metrics.
yes, the degree to which task management has suffered due to helping others and not maintaining control over his own workload has been penalised in the review but is he going to be a better asset to the company now or a lesser asset?
What the review might have done is build on the strengths and address the weaknesses but what we seem to have is a lot of square holes that have to be filled with square pegs.

A typical example of poor metrics is found in how companies measure their performance (as part of the "customer Service Mantra") on something as simple as monitoring delivery of gods or services to the client. All too often the metric chosen is how well the company achieves its acknowledged deliveries. Thus, once an order is received it is loaded onto manufacturing and manufacturing then looks at all the lead times and comes up with a delivery date.

The company then measures how it performs against this delivery date.

But, firstly, they count early delivery as a bonus. Not always so. if the goods are part of a project and the project has been planned based on the quoted delivery then an early delivery may mean there has been no storage space allocated, they can't use it until some other actions have completed and they have to pay for it early (one of the reasons for early delivery is to boost sales).

Late deliveries are an easier problem to recognise but even then we have a problem.
The order was received based on a quotation and the quoted delivery may be different to the acknowledged delivery which also throws a schedule into trouble.
SO should we measure also the difference between quoted and acknowledged delivery dates? OK, so you quote 12 weeks and acknowledge 10. Is this a problem? It may be if the client has specified not a lead time but a delivery date and based his order placement on the quoted delivery. Too often the manufacturer will start work once the order has been received, not adjust the start time to match the required delivery.

Most important of all though is that what should be measured is the clients expectations. For commodity items what he wants is ex-stock.

So here we can see that the wrong metric gives a completely false measure of performance and instead of working toward improving the real measure of customer satisfaction the production people are working toward some other metric and chances are that the only way to improve is to acknowledge longer deliveries. Thus, they may also up the quoted deliveries so they don't disappoint with significantly different acknowledged deliveries from quoted deliveries and thus they can be sure to nearly never deliver late and they count early delivery a success.

What isn't measured is the effect of long quoted deliveries on sales, especially if they should be manufacturing and selling from stock instead of made to order.

Now these guys who set such useful KPIs for manufacturing are going to set some equally valuable metrics for performance reviews?
 

JMW
www.ViscoAnalyser.com
 

RE: Performance Reviews

Or of course, when different people have conflicting metrics, this happened at our place.  One guy had a quality/cost driven metric while another had a schedule driven metric.  The eternal triangle of 'better faster cheaper' got invoked and one of the guys was unable to meet his metric.

KENAT,

Have you reminded yourself of FAQ731-376: Eng-Tips.com Forum Policies recently, or taken a look at posting policies: http://eng-tips.com/market.cfm?

RE: Performance Reviews

(OP)
On Dec 29 jmw posted the following

"
You might ask if you are being set up (maybe not you alone) for the lead role in any "restructuring" management decide upon as they seek to improve profitability by cutting overheads (people) while still expecting the same or increased "delivery".

I wish I had realized at the time that jmw was right. On 2/24/09 I found out I was going to be one of two people in a layoff.

This is a tough time, but I'll rebound and end up somewhere far better. I just wish I had already started looking around back then.
 

RE: Performance Reviews

Sorry to hear that Dave, all the best.

We just had to do our reviews, not much incentive to put much effort in when they've told us there are no merit or cost of living pay raises, and (while I don't believe it) supposedly they're done with lay-offs for the forseeable as we're down to the bare minimum.

KENAT,

Have you reminded yourself of FAQ731-376: Eng-Tips.com Forum Policies recently, or taken a look at posting policies: http://eng-tips.com/market.cfm?

RE: Performance Reviews

(OP)
Thanks to all for their kind words.

Although I wasn't looking for a new job and I found out word I'm being laid off 2 days after I got engaged, I can't say that long term leaving this job isn't better for me. It's been a very negative place. Last year I was more angry at situations than I've been in any technical job since I started working in engineering in 1993.

There is one thing that aggravates me to no end though. But I have chosen to let it go. I have a co-worker who spent most of the year studying in his office for an accrediation exam (not the PE, but something very specific to my line of work)and then upon passing arrived at work drunk and was on probation. He is lazy and dangerous. He is not being laid off. Apparently his alcohol offense puts him one step away from firing, but he's under protection with regards to the Americans with Disabilities act. There is no way I should be let go instead of this guy.

From a business model I can see how they can lay off one person. If my drunk coworker was ever diligent and pulled his own weight, the job would be more manageable for everyone. I think another colleague may leave soon. Rome is burning, but I won't be there to put it out anymore.

Off to better things.
 

RE: Performance Reviews

All the best EngineerDave :) Hang in there !!  

RE: Performance Reviews

Hi Dave,
sorry to hear your news and good luck in the future.

What are the terms under which you are being let go? I am unfamiliar with what benefits, if any, you get where you are (I didn't do too badly here in the UK; partly because of the law but mainly because of the contractual agreement).

If you get something, some form of redundancy payment, then don't worry about the co-worker... management probably reckon he will do something else that will let them dismiss him for cause with no benefits and no reference.

I've seen this policy enacted here in the Uk and so long as he actually doesn't cost the company money while they wait for the other shoe to drop, it is sound. Of course, even if it cost more to keep him on than he would get in benefits they'd still probably do it that way just to be sure he personally gains no benefit.  

JMW
www.ViscoAnalyser.com
 

RE: Performance Reviews

(OP)
I'm not sure. I talk to HR on Monday. I think it is considered a "layoff" not a dismissal with cause. I will have to see then.

Severanace pay is pretty poor as Ive only been there a little less than 3 years.
 

RE: Performance Reviews

EngineerDave:

I guess it is too late for YOU to show up drunk and get re-classified into another government "protected" class?  (Just kidding, but seriously I wish you the best in finding placement somewhere else that is much better for you.)

RE: Performance Reviews

Just ask HR if this layoff is due to your alcoholism.

It will make them think. ;)

RE: Performance Reviews

(OP)
Yes, my former manager who hired me is shocked that this happened. He also happens to distrust several people in my department including my immediate supervisor who is letting me go.

The former manager also joked that I should come in drunk to work. He was the one that told me my colleagues behavior and the alcohol classes he's taking now classify him under the "Americans with Disabilities Act".

Who knows. It is all pretty disgusting to me. I will find something better. Just wish I recognized the warning signs earlier. I was in denial, probably because I totally disagreed with the performance review, especially in light of the fact I did so much extra work over the year while the coworker was out.




 

RE: Performance Reviews

"I think it is considered a "layoff" not a dismissal with cause"

I don't know about other countries, but in the UK being made redundant is equivalent to being dismissed, ie. you can take your case to the employment tribunal for unfair or wrongful dismissal. Under the law here, the employer must give good reason for the selection process for those to be made redundant, whether it's on a 'last in first out' basis or some other unbiased method, or simply because your job no longer exists. It's fairly simple to take the matter to court here, but elsewhere I don't know if the law allows you that right.  

corus

RE: Performance Reviews

corus, workers in the US generally have no where near the level of protection in the UK.

Not sure if that's where Dave is from but many American Employees are 'at will', which basically means the management can fire you without having to give any reason, no notice etc.  In theory it means the worker can quit without notice etc. too but it doesn't seem to work out like that as much.

KENAT,

Have you reminded yourself of FAQ731-376: Eng-Tips.com Forum Policies recently, or taken a look at posting policies: http://eng-tips.com/market.cfm?

RE: Performance Reviews

I witnessed a dismissal without notice in the US once.  The person had recently been roundly praised for their work in turning chaos into an organised system.  One day soon after I noticed the office manager pop into her cube for just a minute.  Then I heard them tell their neighbour that they'd just been fired.

Our lot have just published all the required details about the upcoming selection process and timing of the whole thing.

- Steve

RE: Performance Reviews

@KENAT,

"consolation" - Check.

Thanks for the vote of confidence.  We've (my group) been told that we aren't affected.  However, has anyone told our customers that we aren't?

- Steve

RE: Performance Reviews

When I was on contract I got a weekly performance review. If I got to come back Monday I had passed.

 

RE: Performance Reviews

(OP)
Anymore no matter where I work, I feel like I'm my own organization.

How I got laidoff is still a matter of shock to me. I never had a sick day, showed up on time and delivered. Never complained openly until I disagreed with the performance review.

Things are looking up. Have been in contact with a few places that are planning to hire.  

RE: Performance Reviews

On the flip side just for laughs - I had a performance review and I said before he began that I wanted to clear the air.

I told him my performance had been lacking due to motivation and attitude but I thought I had figured out the problems and was correcting them.  I went on to say a bunch of other self-worth things etc.  

He let me finish politely and then as if he hadn't heard a word said - "We've reviewed your performance and we feel you've done an excellent job, great motivation etc and out of the 20 employees in the department you are only one of three who are getting a raise in this troubled economic time."

I said thank you and left bewildered.

RE: Performance Reviews

Pulpeng,
just think how bad the rest of them must be!

By the way, I think I've heard that "....you are only one of three who are getting a raise in this troubled economic time." before -  it usually accompanies a pitiful, miserly raise which is intended as a cheap way to keep staff without having to pay them any better. This is usually an attempt at ego manipulation. If everyone got a nothing pay rise then they might expect some problems but if each one thinks he/she is "special" then no matter how miserable the increase, it makes them think kindly of their boss and forget to keep their CV/Resume current and out there.

The pay rise with a message is the one that just tips you into a new taxation bracket so that while you apparently get more, the actual result is you get less.

Sorry, I didn't start life as a cynic, management made me that way.  

JMW
www.ViscoAnalyser.com
 

RE: Performance Reviews

One of my best pay rises was just before I relocated to America.  My new, improved "notional salary" was used to calculate how much UK tax (NI actually for those who speak the lingo) I'd be paying.  I got a promotion too, from grade N to grade N+1, a big hit with the girls.

- Steve

RE: Performance Reviews

EngineerDave, I am curious and if you are willing to share I would like to know:  Have you been able to positively link your layoff to the disagreement with the review?  I realize that may be impossible to determine, but I was just wondering.

RE: Performance Reviews

(OP)
debodine,

I am sure my response didn't help my case. My ex-boss is the type that tends to be very quiet, so he is hard to read. But he certainly does have a bad temper at times.

I asked him directly if it did have something to do with it and he said no.

To be honest though in retrospect I think he was rarely honest with me about several issues.

I do take my personal responsibility in all of this. I could have done things better, but in the end the layoff was a combination of a few factors I couldn't control.

1) One women in the department hated her job so she being close to my boss threatened to quit unless she received her old job back. Her old job is in the same group I'm in, but one step down. However to justify her return to my group, my boss had me perform a work study of the extra work I was doing in one area. That was last August and that in effect created her position while taking away a part of mine. At the time I was naively happy about it, because I wanted to work on some other things. I was extremely busy at the time. How stupid was I.

2) The company i work was part of a larger alliance. That joint venture broke up over the last few years, amid legal action etc. Our branch is doing worse financially for the wear. They cut 50 jobs of which one was mine. The economy was an issue as well

3) My boss always seemed closer to the drunk guy and the woman. I never could see why. Especially because the drunk guy routinely came in late and didn't do much.

Finally I just have to let it go.

EngineerDave

 

RE: Performance Reviews

The announcement of upcoming performance reviews was accompanied by an announcement that all wages will be frozen for the year.

I have a prediction:  All employees will receive the best performance review ever in their time at this company.

 

RE: Performance Reviews

Andy512, don't be so quick.  We got a pay freeze before reviews were given.  My rating actually got beaten down because our director thinks there's been grade inflation and hardly anyone should get better than 'meets expectations'.

KENAT,

Have you reminded yourself of FAQ731-376: Eng-Tips.com Forum Policies recently, or taken a look at posting policies: http://eng-tips.com/market.cfm?
What is Engineering anyway: FAQ1088-1484: In layman terms, what is "engineering"?

RE: Performance Reviews

(OP)
Kenat
Thats the thing that happened to us too. The business manager who was so far removed from the work adjusted the reviews two years in a row. This year it was critical because his after the fact adjustment moved me from effective to less than effective.

When my boss first did the review, I was in the effective category. I didn't write a letter. Than almost two months later when the business manager got around to adjusting things, I wrote my response in which I disagreed. My boss read it but the business manager didn't.

My disagreement became vocal after the adjustment which occurred so much further down the road.
 

RE: Performance Reviews

Quote:

'meets expectations'.
Hands up all those of you who think this phrase and its variants are ever used appropriately.

Does not meet expectations....  you're fired - unless you work harder (must always set expectations ahead of ability.

Meets expectations..... (should try harder)... you might be fired (memo: must set higher expectations)

Exceeds expectations..... you want my job, huh? I'll fix your wagon somehow.

JMW
www.ViscoAnalyser.com
 

RE: Performance Reviews

(OP)
A friend of mine said a performance review should never come as a surprise.

This year it did. And the layoff was even a bigger surprise but they had their scorecard setup to make it happen.

I feel like I've been put in the Jack Welch camp of layoff the 20% or so that don't meet your standard.

The thing is, there is no doubt in my mind I was highly productive last year. I guess I was just chasing my tail.

This has been a good thread but revisiting it is like putting salts in my wound. But it's much like a carcrash, I can't look away.

RE: Performance Reviews

Thanks for the response, EngineerDave.  I am sorry coming back to this particular issue rubbed salt in the wounds, and from some of my past experiences I might have a bit of an understanding of what you are feeling.  But of course I am not in your situation so I am sure I don't understand it all.  I sure hope your next position is with an organization that treats you better.  

debodine

RE: Performance Reviews

(OP)
Debodine, by no means did you rub salt in my wounds, you have a very valid question.

I hope so too. I was just offered another sales job.  

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