How do performance evaluation work at your company? Just direct manager? Multiple levels of management? Does HR sit in?

The rankings and evaluation in the system go through multiple levels and are "calibrated" to make sure all managers, pillars, etc. are doing similar evaluations.

Actual reviews are just 1 on 1 with direct manager.

htxag09 said:

---

The rankings and evaluation in the system go through multiple levels and are "calibrated" to make sure all managers, pillars, etc. are doing similar evaluations.

Actual reviews are just 1 on 1 with direct manager.

---

Same. Fortune 500 company

How much say does that direct manager have in the salaries/bonus? Given a pool for their department or works with supervisor above them to come up with a number for each employee?

We changed a few years back to "pass/fail".

If you pass you get the target raise and bonus, manager has no say. The only thing I can do is nominate someone for exceptional impact and they would get an extra 20% bonus. It's a high bar and they only target 15% of company. They say it's not a quota but it's a quota.

Self evaluation on a list of performance metrics, then a sit down review management. VP levels make final call on comp/bonus.

We have a standard COL raise and maybe more if company is doing well. Then I have a pool I can delegate to the higher performers. Same with bonus. The pool money requires a lot of backup to give, which is later reviewed by my boss and his boss. We have quarterly targets (safety, CEs, etc) that they must hit to even be considered for the extra pool money. I havent gotten any pushback on giving it out, but it is a long process.

We have a new system this year we have to essentially rank people in Workday. I have the training on it next week, so it should be interesting.

I think we're right on the edge of Fortune 500 revenue and we just don't have them. It has been delightful.

My company has zero metrics or performance review procedures. We had one on one manager review until 2019 and have not even attempted them since.


Pros
- no forced meeting with the awkward questions
- no time wasted
- huge raises every 2-3 years when the company realizes you are unhappy


Cons
- the company has no idea if you are unhappy or not
- the idea of yearly merit or COL raise is non-existent
- you lose the time to gossip with your manager about what is next (who is getting fired, who is retiring, etc.)

I always hated these. It definitely taught me I don't deal well with criticism very well especially when I feel it's not warranted. VP's had a budget for the year end bonuses and just divied it up based on longevity and how much they liked the person. Performance didn't seem to be a huge factor.

Eh, guess I'm in the minority but I like them, at least in my current situation.

Yes, they can become a check the box thing and people/organizations can handle them poorly.

But, it's really just a time for me to brag about what I've done to my manager, which directly goes to my VP, and get feedback on how they think I'm doing vs. my peers.

It's not an overly drawn out or cumbersome process or meeting where my manager is saying buzzword bs to awkwardly fill time. We have a good convo, I ask what I want to ask, and it's over. If it lasts 10 minutes it lasts 10 minutes. The online evaluation takes like 15 minutes to fill in my goals at the beginning of the year and another 10-15 to evaluate myself against those goals at the end of the year.

Way better than my previous company where we never had them but we also had zero clue how we were doing and why our bonus was what it was.

Evaluations are de motivators. Most of them are political. A certain % goes to ones they picked firm the beginning for management jobs. The other % are for favorites of the boss. Many follow the bell curve.

htxag09 said:

---

Eh, guess I'm in the minority but I like them, at least in my current situation.

Yes, they can become a check the box thing and people/organizations can handle them poorly.

But, it's really just a time for me to brag about what I've done to my manager, which directly goes to my VP, and get feedback on how they think I'm doing vs. my peers.

It's not an overly drawn out or cumbersome process or meeting where my manager is saying buzzword bs to awkwardly fill time. We have a good convo, I ask what I want to ask, and it's over. If it lasts 10 minutes it lasts 10 minutes. The online evaluation takes like 15 minutes to fill in my goals at the beginning of the year and another 10-15 to evaluate myself against those goals at the end of the year.

Way better than my previous company where we never had them but we also had zero clue how we were doing and why our bonus was what it was.

---

Found your photo on Linkedin

OP.

S&P 500 company. Once a year, and the sit-down is with the employee and manager only. PE's done on a scale of 1-5. But there was a cap on average PE by division, group, line of business, etc. Prevented managers from giving all of their employees the highest rating. All PE recommendations reviewed up the chain, and included HR.

But here's the thing. Employees and managers were recommended to have quarterly discussions (or more frequently) on how things were tracking, so that there weren't surprises at the end of the year.