teen persuasion
Senior Member
Joined: Dec 20, 2010 21:58:49 GMT -5
Posts: 4,165
|
Post by teen persuasion on Oct 4, 2016 10:56:51 GMT -5
<<wonders how on Earth you all ever wrote your own resumes.......>> What resume? They called me up and offered me a job. Ok, that was 2 directors ago. Now we are doing performance appraisals, and it's a bit ridiculous for a total of 4 employees. Oh well, director has admitted it is a bit of CYA to justify things to the Board. |
|
Shooby
Senior Associate
Joined: Jan 17, 2013 0:32:36 GMT -5
Posts: 14,782 
Mini-Profile Name Color: 1cf04f
|
Post by Shooby on Oct 4, 2016 13:43:58 GMT -5
I kind of think that someone is either doing the work they are hired to do or they are not. If they are not, then fire them. If they are, then give them their raise. The notion of merit is fine but in reality what happens is you wind up creating disgruntled employees. If someone isn't doing their job, they why are you keeping them year after year? If u do it right then everyone is "gruntled" and not disgruntled. Number 1, no one should be talking about what they got. And it's not as easy as u do ur job or not. U gots to put peeps in categories like: 1) u suck so much we need to fire u 2) u suck but not enough to fire u ....yet....so straighten out or else 3) u r adequate 4) u r above average performer 5) u r really great 6) u r awesome sauce And peeps should be paid accordingly That sounds good in theory. But i think it often plays out a lot differently. |
|
rob base
Well-Known Member
Joined: Aug 21, 2016 13:08:22 GMT -5
Posts: 1,433 
|
Post by rob base on Oct 4, 2016 14:57:20 GMT -5
If u do it right then everyone is "gruntled" and not disgruntled. Number 1, no one should be talking about what they got. And it's not as easy as u do ur job or not. U gots to put peeps in categories like: 1) u suck so much we need to fire u 2) u suck but not enough to fire u ....yet....so straighten out or else 3) u r adequate 4) u r above average performer 5) u r really great 6) u r awesome sauce And peeps should be paid accordingly That sounds good in theory. But i think it often plays out a lot differently.
That's why if u r a "boss" / "supervisor" / "manager" u have to put the "theory" into practice....if you don't then u r a BAD boss......
and just because u have a BAD boss, u still need to do ur part correctly.....no exceptions
|
|
tskeeter
Junior Associate
Joined: Mar 20, 2011 19:37:45 GMT -5
Posts: 6,831
|
Post by tskeeter on Oct 4, 2016 22:07:47 GMT -5
Phoenix84 said: "Anyway, as I said, it's taken a lot of time to write the self assessment, partly because it's a new, complex system and partly because your write up impacts your raises. " One really good thing about retirement: no more self assessments. Yeaaa. Retirement doesn't mean no performance assessments. Just a change in how formal they are and who is performing them. I'm working very hard to achieve Trophy Spouse performance ranking. He cooks. He does laundry. He cleans. He does dishes. He takes out trash. He mows lawns, pulls weeds, and trims bushes. He fixes cars. He fills cars with gas. He fixes broken blinds and leaking gutters. Now, it's all up to SWMBO. |
|
Tennesseer
Member Emeritus
Joined: Dec 20, 2010 21:58:42 GMT -5
Posts: 64,581
|
Post by Tennesseer on Oct 4, 2016 22:24:16 GMT -5
Phoenix84 said: "Anyway, as I said, it's taken a lot of time to write the self assessment, partly because it's a new, complex system and partly because your write up impacts your raises. " One really good thing about retirement: no more self assessments. Yeaaa. Retirement doesn't mean no performance assessments. Just a change in how formal they are and who is performing them. I'm working very hard to achieve Trophy Spouse performance ranking. He cooks. He does laundry. He cleans. He does dishes. He takes out trash. He mows lawns, pulls weeds, and trims bushes. He fixes cars. He fills cars with gas. He fixes broken blinds and leaking gutters. Now, it's all up to SWMBO. I'd rather go back to work for real wages and self-assessments than that!  |
|
Phoenix84
Senior Associate
Joined: Feb 17, 2011 21:42:35 GMT -5
Posts: 10,056
|
Post by Phoenix84 on Oct 5, 2016 15:48:10 GMT -5
I suspect in the end it won't matter much.
The way the new system works is a bit arcane, but as I understand it they set aside 2% of scheduled raises money for permanent raises and 1% for bonuses.
There's an "expected contribution score" assigned based on what you make, and if your contributions are judged to be at or above the score, you get a permanent raise and bonus. The overall average will probably be a 2% raise and 1%, one time bonus. I don't think they'll deviate much from that unless your a dreg of the organization or walk on water. |
|
