I remember when I first joined the company nearly 20 years ago and for many years after my supervisors were very particular about the PDS format as if it made a difference. Be sure to put your biggest impact items first, use bullets, and other such nonsense. As if any of that would make a difference in the assessment meeting. It was all just a decoy to distract from the fact that nothing on the PDS really matters and it isn’t worth spending time and effort on because the whole assessment process is a joke.
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@5qh KO feedback won’t save you. It is interpreted through the lens to build the narrative or perception that is required to meet the distribution.
@5qk wrong. Look at the routing. It is only your supervisor. Your supervisor can also see the last 5 years of assessment results. Not sure why if there is not supposed to be any anchoring to last year results.
@5qh KOF is visible to your manager,their manager and all the way up...
@5qh only the immediate supervisor sees the KO feedback. No one checks if what they say the KO feedback was during the 2 minutes they talk about you is actually what the KO feedback says. It is also very rare for KO feedback to be helpful. People either aren’t very good at writing it, don’t care enough to do a good job, or in some cases intentionally sabotage others.
What about the KO feedback? Is it not considered? Also who can see this in the system?is it just the immediate supervisor?
For several years when we use the one or two page form, I copied and pasted my responses from one year to the next. It never affected my raises, which were good. I can’t speak for now, but I can’t imagine it’s very different: the decisions are made before the ranking meetings were held.
Comments may have asked to have been tweaked, but that was only to help justify a decision already made
To understand the Assessment Work Process, you need to first know some definitions:
"HiPo" - Short for "high potential"; these are individuals deemed to be the future leaders of the corporation; usually identified very, very early in their career, perhaps as soon as the first assignment; 100% of HiPo individuals have "Sponsors" who are Sr Management that look after and plan the next 2-3 assignments for the HiPo individuals
"Meritocracy" - A method of ranking individuals by their performance and accomplishments over the previous assessment period; by definition and without exception, "HiPo" individuals perform the best and bring the most value to the corporation
Once you know these two definitions, the results of the ranking system become self-explanatory and need no further discussion.
As a supervisor, I can attest that your assessment result is decided before your draft is even written. Hipos get ranked highest so they can get to their next assignments as planned. Everyone that actually did any real work doesn’t matter because upper management changes the narrative about who made it successful.
Your assessment is dependent on being in a high visibility role. Those roles go to hipos first.
Like any other company. They distract you with the PDS, while your position is judged on business needs alone, not performance.
You could be a wizard and then laid off if they want to cut costs