Whats the yearly work 'review' called? that your superviser gives you?

Karen_taris

When you have an employment job, and your boss gives you a yearly meeting/supervisor review meeting,

then what is this called?

and what type of things are discussed? progress? progression? etc?


and does your supervisor gives it to you, as a 1 on 1 discussion? or it can happen between a few or more supervisors/bosses/


and what time of the year is this, for you? - what does this date depend on ??

AP007

Appraisal - mine was in about June after the pay rises or not as the case may be

Scores out of 5 for certain things and we had to do a copy and compare to what the boss thought and discuss.

One or more set objectives to achieve in the next 12 months or a promise of a promotion etc.

It's only ever a one on one with direct boss.

Date depends on what it says on contract or when they feel like doing it

saintjammyswine

We have fortnightly 1 to 1s and an annual appraisal. This is with line manager and randomly moderated by their manager.

Karen_taris

saintjammyswine wrote: »

This is with line manager and randomly moderated by their manager.

is that 2 people and what do they discuss with you??

Faith177

Ours are called PDR's (Personal Development Review) we have two one in June one in Dec. We also have monthly 121 meetings

They are held between me and my team leader. We discuss progression, development areas, any issues and any thing else we feel is relvent at the time.

It is also during this monthly meeting where my TL lays out any objectives she has for me which then go towards my PDR

saintjammyswine

Karen_taris wrote: »

is that 2 people and what do they discuss with you??

No, the 1-1 is with our line manager.

The appraisal is discussed & agreed with your line manager then submitted to HR once complete. A random number of samples are then moderated by senior managers to make sure there are no anomalies or favouritism.

Topics we cover in the appraisal are roughly

What have I done
What does this mean to the business
Have I adhered to the business' principles/values
Have I done any CPD through the year
Did I achieve the year's objectives?
If not, why not & what went well.
Objectives for the next year
Planned CPD or training/development needed to achieve the objectives

redpete

Are you asking so that you know what to expect? If so, different companies and different supervisors will do things so differently that even large number of answers will not help you know what your supervisor in your company will do. If it's some kind of opinion oll to see what happens - you'll get a ide range of answers with little discernible patterns.

jc808

PDPs in my current and old company

personal development plans

Denning.

Karen_taris wrote: »

When you have an employment job, and your boss gives you a yearly meeting/supervisor review meeting,

then what is this called?

and what type of things are discussed? progress? progression? etc?


and does your supervisor gives it to you, as a 1 on 1 discussion? or it can happen between a few or more supervisors/bosses/


and what time of the year is this, for you? - what does this date depend on ??

Mid year review -Oct.
End year review / appraisal - apr

Dates are fixed. If you join in may you will have mid year at Oct.

Objectives are set. Progress. Room for improvement. Any training that might be suitable / beneficial. Employee career plans. Etc.

InsideInsurance

I dont have them but with my current client they are simply mid year and end of year reviews

In many prior places you have a PDP that is discussed during the review but never heard the review itself called a PDP.

All the companies did them at the same time of year, normally June and December so that the scores can be baselined from the december review to then calculate bonuses/ payrises that happen in march/april

Generally you had objectives set from the prior year, in the mid year review it was simply a case of ensuring you were on track and adjusting a few of them if the world has changed for some reason (eg you'd taken on a new project).

The end of year one was similar other than you also had to set new objectives for the following year as well receive a grading on your competencies. For things like analysis, solutionising, leading, communication etc you were scored on a scale of 0-5 and each job had a required level for each section. In some jobs you simply couldnt get above say a grade 2 or 3 because the higher ones required global planning/ impact analysis and as a customer service person in the call centre you just dont have to think about how your complaint resolution is going to impact the regulatory stance in HK.

All of this was then translated into a grade of 1-5. 3 was you were performing at the level expected of you. 4 was you were exceeding in some areas and 5 was you were exceeding in all areas (and basically, why are you still in this job).

The one good thing in the bank that I worked was they then gave an annual letter where you had a) your salary b) the standard salary for this job and c) a table of grades -v- percentage of standard salary which gave you what payrise you'd be getting.

So if you were earning 60% of the standard salary and got a grade 3 you'd get a 20% payrise. If you were earning 120% of the standard payrise and got a grade 3 you got no payrise.

DKLS

They usually change the name and assessment criteria every year according to the latest in HR thinking!, at least it keeps HR busy and out of the staffs hair for a bit.

What it means in reality its some fancy, clever way of stiffing you out of your bonus.