Appraisals that make no difference

MyRealNameToo

elsien said:

I’m with the OP on this one to a degree.
My appraisals are a token gesture. We do have to fill in a form rating ourselves.

I am good at what I do and my managers value me. I do exceed expectations as a rule ( in part because some of my colleagues, you wouldn’t have a lot of expectations of in the first place) but also because I think self-development is important to keep me motivated and stop me from stagnating.

But I don’t want to go up the management ladder because I’ve been up and come back down again. I’ve done all the qualifications my organisation offers. It doesn’t  matter how much I exceed expectations  because I’m at the top of our pay scale anyway so my Appraisal rating doesn’t Make any difference to my pay.

My  appraisal form tends to be a tad tongue in cheek and when they ask about my personal development goals  I just put down retirement.

But I can only get away with those replies because I am good at my job and my employers don’t want to lose me. If I was minimum wage, easily replaceable, I’ll probably find myself on a performance management plan instead.
if you don’t want to go over and above that’s up to you. But be very careful how you phrase it.

A lot depends on how your company operates, some are very mechanical and others are very discretionary. 

At the most extreme end was a large firm that graded everyone on a scale of 0-5 (no one got a zero, you'd be fired before things got that bad). That drove three things:

1) Pay rise - a table was produced each year showing grades -v- where your salary was on the scale for the band with a percentage payrise

2) Profit share - had to get a 2+ grade to be eligible

3) Bonus - showed the percent bonus you'd get based on your grade noting that 3 got a token amount and went up from there

Being at the top of the pay scale still got you a pay rise if you got a 5 rating, only being over the top of the scale meant you got nothing but as your bonus was also linked to it there was still a motivation to achieve

Of cause this was all well and good but we in the strategy team were considered too unorthodox to use the scale even though we did still get grades and we in job families and levels. Worked out well enough for me though as I earned less than half of the next lowest paid person and whilst my pay rises and bonus were small in absolute terms proportionally they were way higher than the tables showed they should be. 

EnPointe

rollingmoon said:

EnPointe said:

you've just written yourself off  for any  decent  secondments /  interesting secondary duties , acting up or a temp promotion to coaching roles ...  

Which all sounds like a load of extra unpaid work to me... anyway:

tir21 said:

I don't want a promotion

rollingmoon said:

EnPointe said:

you've just written yourself off  for any  decent  secondments /  interesting secondary duties , acting up or a temp promotion to coaching roles ...  

Which all sounds like a load of extra unpaid work to me... anyway:

tir21 said:

I don't want a promotion

Secondments arte paid at the rate of the  role you are Seconded to 

Formal Acting Up  generally  includes the pay  of the role or  an acting up allowance  if it;s not fuill scope Act - up 

Temp promotion  = temp promotion, in a place i have previously worked , part ofthe business used ot have a massive  growth in staff numbers i nthe run up to christmas, most of the year round perm   Operatives  were  Paid acting  Team Leaders  or Coaches for  the Christmas period  as the  operative work was done by  the  agency staff