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Old 09-13-2017, 04:41 PM   #21
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I'm retired. My wife give's me a regular evaluation any time anything occurs to her.

Pretty much all negative.
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Old 09-13-2017, 04:54 PM   #22
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Independent insurance agency. Pay based on commissions handled, new business sold with a totally arbitrary attitude factor thrown in.
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Old 09-13-2017, 05:14 PM   #23
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I have been in business for 35 years. I stopped doing employee evaluations around 25 years ago. Also, we have no binding employment agreements. Employee evaluations always seemed like a big waste of time to me. The staff who are doing their jobs become so good at it that they are the heart and soul of the company and they know it. Their opinion is very important and respected always. Being a small business is a challenge. Along with the normal challenges of frivolous lawsuits from the worst, most useless employees or from people who apply for jobs and sue because they don't get hired, some of the biggest challenges come from the state, city or federal government.

Currently, we are answering to the city of New York who wants to investigate my company for "what we do to accommodate non-english speaking people who speak one of 6 languages.
Chinese, French, German, Spanish, Tagalog" and one more I forget. Ultimately, they will demand $30k-$40k and it will be cheaper to pay them than go through the process for the next two years while spending $5k per month in attorney fees and taking monstrous amounts of staff time when the bottom line is "they want money".

In other words, we are so busy getting screwed by the government whether it be taxes or regulatory in nature, we don't have much time for pleasantries with the staff.

My recommendation is to be the owner or have stellar credentials and work for a large stock company, It's tough out there.
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Old 09-13-2017, 08:31 PM   #24
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When I was a Fed, I had to give annual employee eval's. The good people usually were on to bigger and better things, so it was the cull's that nobody could ever fire for any reason that got evaluated.

If the employee was of a protected class.... female, of color, etc, any evaluation that was reflected less than the year prior was an automatic Union/EEO complaint. I'd eventually prevail, but it would take up to nine months (just prior to the next eval) to have the eval accepted. The bosses above me never supported me. I left VA after four years. Just couldn't take it anymore. The Army was much better.

Really worthless evaluation system.
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Old 09-13-2017, 08:39 PM   #25
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We have an entire process

Goals for the fiscal year are set. They include corporate, BU, team and individual. So the coporate goal may be "increase market adoption of XXX" which go down to the BU (cosulting) "Focus services offering development to support XXX" then at the team level it gets more specific "Develope YYY to support XXX" and the individual level goals are more personal such as "work on improvment of your attention to detail which will be measured by the amount of work that is sent back for rework"

We meet every two weeks to go over performance, goals, and to catch up. These meetings are documented to show progress or a lack of it.

To answer your question specificailly:


-what do you do for work? - Consulting Managment
-how long have you been with your employer? - 5 years
-how long have you served in your current capacity?- 4 years
-how often are you evaluated? - every two weeks I meet with my manager
-what aspects of your work are evaluated? Attrition, completion of tasks, financials, quality of work being produced, how my direct reports are doing with their goals
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Old 09-13-2017, 08:56 PM   #26
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I am now retired, but worked for 40 years at 4 different Fortune 100 companies. All had similar process that included an annual performance appraisal. Over those years the process shifted from a supervisor written review to an employee written review that is then approved and commented on by the supervisor. I've been a supervisor, manager, or director for most of those 40 years.

I've found the process to be very subjective for my types of jobs--engineering, IT or business analytics and project management.

Forced distributions are the norm in large companies. In one job, the bottom 5% of employees were let go each year. Highest rated employees got big bonuses. That was Capital One. Made for a very cutthroat process. And fraught with political infighting.

Personally I've been rated everything from the absolute top (walks on water) to totally incompetent doing the exact same job, two years apart. The difference? A new boss.

It is, in my opinion, mostly a bogus process in most large corporations and is more a measure of how well your boss likes you than anything else.

In jobs like sales where the evaluations can be truly objective, it might be totally different.
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Old 09-13-2017, 09:12 PM   #27
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what do you do for work? Technical Writer
-how long have you been with your employer? 14 weeks
-how long have you served in your current capacity? 14 weeks
-how often are you evaluated? Every hour informally, have not had any "annual" yet
-what aspects of your work are evaluated? Quality, speed, accuracy, attitude, leadership, etc.

Interesting tale about the previous role...
4 years with a Software cybersecurity firm. Had a glowing review on Wednesday, where I had demonstrated the highest possible scores, and listed stretch goals that were valuable, interesting and much needed, showing my creativity and problem solving. Made the manager increase her scope, because we wanted to implement on-demand video and click to view snippets inside the products. Oddly, she could not accurately disclose the salary bump, although it was 3.5% the previous year, she said that department allocations had not been finalized.

Then on Friday, they laid off 30% of the staff; including me. Downturn related to the oil slump. But also - about 50% of the talent in the energy industry got laid off or changed jobs in the last two years.
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Old 09-13-2017, 09:32 PM   #28
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Have owned or managed pizza restaurants for 35 years. We get evaluates every period 28 days. We are evaluated for seververal aspects of service, food and labor costs, cash control and profits. In turn that all ties into a period bonus.
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Old 09-13-2017, 09:35 PM   #29
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Quote:
Originally Posted by Ormond Bert54 View Post
I have been in business for 35 years. I stopped doing employee evaluations around 25 years ago. Also, we have no binding employment agreements. Employee evaluations always seemed like a big waste of time to me. The staff who are doing their jobs become so good at it that they are the heart and soul of the company and they know it. Their opinion is very important and respected always. Being a small business is a challenge. Along with the normal challenges of frivolous lawsuits from the worst, most useless employees or from people who apply for jobs and sue because they don't get hired, some of the biggest challenges come from the state, city or federal government.

Currently, we are answering to the city of New York who wants to investigate my company for "what we do to accommodate non-english speaking people who speak one of 6 languages.
Chinese, French, German, Spanish, Tagalog" and one more I forget. Ultimately, they will demand $30k-$40k and it will be cheaper to pay them than go through the process for the next two years while spending $5k per month in attorney fees and taking monstrous amounts of staff time when the bottom line is "they want money".

In other words, we are so busy getting screwed by the government whether it be taxes or regulatory in nature, we don't have much time for pleasantries with the staff.

My recommendation is to be the owner or have stellar credentials and work for a large stock company, It's tough out there.
When I worked in Private Practice with five other partners and many dozens of CRNA's and employee's my experience is best summarized by Ormand Bert54's sentence above.

Employee evaluations always seemed like a big waste of time to me. The staff who are doing their jobs become so good at it that they are the heart and soul of the company and they know it. Their opinion is very important and respected always.

If you required an evaluation, it was because you had come on the Radar. Hands on critical care medicine doesn't conform to anything annual. We had a few people hit the radar (complacency/inattention/behavior etc) and we sat them for a come to Jesus moment. Told them we'd give them a term (day to day initially) and see how they responded. Actually, most got with the program. We did let a few (in 20 years) go.

Ormand Bert54 is correct. Good staff and people are the heart and sole of a business....Their opinion is very important and was respected always.
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Old 09-13-2017, 09:55 PM   #30
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Manufacturing
Quarterly
Everyone has a number
The only excuse for not doing your job is if sales doesn't hit their number.
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Old 09-13-2017, 10:38 PM   #31
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Computer Scientist
20 years
20 years
none.

My company has gone through different cycles; quarterly, annually, self-eval, peer review, manager-review. They finally figured out what everyone always knew. The winners rise, the losers fall, the result is obvious to all.
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Old 09-14-2017, 12:28 AM   #32
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I can hardly remember the last time I had an employer who really understood what I do.

This has not stopped several of them from giving me reviews. The last time I got one, I talked about why I think Thucydides is more important than Herodotus for a while, and then I left. The time before that I think I might have talked about how most of the words that are recognizable as English in the original Beowulf text are ones which relate to the sea and seafaring, and how the civilizations which take to the ocean have been dominant military nations for two thousand years.

I will admit that I am not especially interested in forming relationships with employers. I think my current one would like me to be better at photography than I am, which I don't mind working on.

I do a bunch of r&d&t&e on small arms, mostly. But I also troubleshoot some types of communications systems. I don't really blame my employers for being a little confused about it.
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Old 09-14-2017, 01:42 AM   #33
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Quote:
Originally Posted by cracked_ribs View Post
I can hardly remember the last time I had an employer who really understood what I do.

This has not stopped several of them from giving me reviews. The last time I got one, I talked about why I think Thucydides is more important than Herodotus for a while, and then I left. The time before that I think I might have talked about how most of the words that are recognizable as English in the original Beowulf text are ones which relate to the sea and seafaring, and how the civilizations which take to the ocean have been dominant military nations for two thousand years.

I will admit that I am not especially interested in forming relationships with employers. I think my current one would like me to be better at photography than I am, which I don't mind working on.

I do a bunch of r&d&t&e on small arms, mostly. But I also troubleshoot some types of communications systems. I don't really blame my employers for being a little confused about it.
That made my brain hurt, can you dumb it down for a brother?
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Old 09-14-2017, 02:10 AM   #34
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Originally Posted by Hooper View Post
Like the title says, if you're an employee and are evaluated on your work performance regularly, I'm wondering the following:


-what do you do for work?
-how long have you been with your employer?
-how long have you served in your current capacity?
-how often are you evaluated?
-what aspects of your work are evaluated?


Also, for employers, do you evaluate your employees on a regular basis?


As for me,
-police officer
-23 years with employer
-23 years in patrol
-every 90 days
-all aspects of work performance


Thanks in advance.
Just curious, why do you ask? I've been a police officer for over 30 years and have been on both sides of the performance evaluation system. As a Sgt., I did evals on about 12 officer. As a Lt., I did evals on 3 or 4 Sgt.s and was responsible for the Lt. portion of the evals conducted by 3 or 4 Sgts on 15-20 cops and investigators.

I think evals for promotional purposes are not a good idea. Officers should either be rated: "Recommended for potential promotion" or "Not recommended for potential promotion". And if NOT recommended, there should be compelling reasons. Like incompetence or significant disciplinary issues.

If evals are to be used for just feedback purposes, they should be "Meets expectations", Does not meet expectations" or "Exceeds Expectations". The idea of quantifying performance with numbers is not valid in my opinion. Especially when various bosses are all rating their golden boys and girls at the top of the scale because they know the other bosses are doing the same thing.

I think most promotion points should come from a written test with bonus numbers for seniority. Many times I've seen great cops turn into really poor supervisors and managers and not so great cops turn into great supervisors and managers.
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Old 09-14-2017, 04:08 AM   #35
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Annually
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Old 09-14-2017, 04:20 AM   #36
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We rate ourselves, total bs..
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Old 09-14-2017, 04:54 AM   #37
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Originally Posted by rsanch111 View Post
Just curious, why do you ask? I've been a police officer for over 30 years and have been on both sides of the performance evaluation system. As a Sgt., I did evals on about 12 officer. As a Lt., I did evals on 3 or 4 Sgt.s and was responsible for the Lt. portion of the evals conducted by 3 or 4 Sgts on 15-20 cops and investigators.

I think evals for promotional purposes are not a good idea. Officers should either be rated: "Recommended for potential promotion" or "Not recommended for potential promotion". And if NOT recommended, there should be compelling reasons. Like incompetence or significant disciplinary issues.

If evals are to be used for just feedback purposes, they should be "Meets expectations", Does not meet expectations" or "Exceeds Expectations". The idea of quantifying performance with numbers is not valid in my opinion. Especially when various bosses are all rating their golden boys and girls at the top of the scale because they know the other bosses are doing the same thing.

I think most promotion points should come from a written test with bonus numbers for seniority. Many times I've seen great cops turn into really poor supervisors and managers and not so great cops turn into great supervisors and managers.
Thanks for the reply Lt, we speak a similar language you and I. A lot of the same phrasing in your post.

There are changes underway for our current evaluation system and it got me to thinking how other rate their employees. I think after 20 years a full evaluation every 90 days is a little excessive, not that anyone will ask my opinion. Correct me if I am wrong, but I don't believe even an airline pilot gets more than two evals a year?

We are almost exclusively stat driven. The Sgt runs the numbers and sees if you fall within the average, above or below and rates you accordingly. Basically it has become a pointless exercise that is equivalent to saying "You're doing a good job, keep it up." Rarely do our first line supervisors see any of us at work on a call, how you treat people, etc....they just run the numbers.

That being said, I've never had any issues on my evaluations as my activity is very good, just seems like getting a good picture of what an employee does and how well they do it is not an easy endeavor.
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Old 09-14-2017, 05:59 AM   #38
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Commercial Construction
20 years with company
2 years in present position, moved up steadily through the ranks
twice a year
we have a 50 question evaluation system that covers everything from financial matters to how well you get along with co-workers
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Old 09-14-2017, 06:39 AM   #39
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IT Infrastructure Engineer, reviewed annually.

Doesn't matter how much you bust your ass all year, you can exceed or get an outstanding rating and still get the crap 2% raise everyone else gets. Company I work for rarely pays for performance.
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Old 09-14-2017, 06:54 AM   #40
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IT Infrastructure Engineer, reviewed annually.

Doesn't matter how much you bust your ass all year, you can exceed or get an outstanding rating and still get the crap 2% raise everyone else gets. Company I work for rarely pays for performance.
Yep same here. Graded on a bs curve dictated by HR. 10% have to be below average, 80% mediocre, 10% excel. There's 10 people in our department so only 1 gets a performance bump.

Again all dictated by HR. Who recruits talent. Who then says 80% of the talent they recruit is mediocre. Who then says "we only hire the best and brightest".

Interesting.
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