Well, it'* that time of year again where the evals are written and disseminated among the employees here. I was the last guy to get his (which strung out the stress levels a bit longer than needed). Y'know, I always try to do the job I am meant to do, plus the jobs I am NOT meant to do, but do anyways. In this shop, I am low man on the totem pole, but thanks to the type of people I work with, I never really felt like I was.

Anyways, boss pulls me into the office, sits me down, and lets me have it He walks out of the office to leave me to read the eval.





I won't type it out here...simply because it IS confidential, but it was a GOOD eval. Which means a GOOD raise

Its a real long drawn out process where I work and thats the part I hate but in general I'm in favor of a good heart to heart with boss once in a while.
Gives you an oppertunity to address your needs too

Glad to hear all is going well with PMom :P

Cheers,

Congratulations! I dreaded my reviews with my old boss. He was the VP of the company, and never really said anything about the things I did well, just focused on the things I needed to improve on. I never really had a bad review, they just weren't pleasant. Now I actually have them twice a year, but my boss is my uncle and they are always good! Unfortunately they aren't giving me a raise every time like they did the first few years.

Evals have always been so sporatic, if they even existed, in my civilian jobs that I have just adapted the idea that if they ain't complaining, I'm doing okay

Congratulations !

Congrats.

Believe me it is hard to write up a review and then sit down with the team member and give it to them.

Nowdays I tend to keep a time log of the team members plus and minus tasks. For me it is a lot more plusses. I work with an older workforce that are true professionals.

Congrats!

I hate evals. When I was part of the corporate machine, we were told how many people we could rate at 1 (outstanding), through 4 (sucks). The numbers were all derived from how many $ were in the merit increase bucket. Many was the time I had to rate people 3 or 4 when they were a 1, and sometimes I had to rate a 4 as a 1, depending on their connections. One time the division VP sent out a company wide memo stating: "There will be no more than X people rated 1 this year. It'* not possible to have so many outstanding performers". Which there was some truth in, some managers just can't give honest appraisals. But still, putting out a mandate that basically said: "I think most of you really suck" isn't the best way to boost morale.

The other thing I really hated was going to my review, and getting the "areas for improvement" speil. I didn't let 'em get away with it. My standard response was always: Show me the documentation, and explain why I didn't hear about it at he time I failed to meet expectations. Standard response back: Uh.. uuuum, well...

Of course this is the same company where I routinely sat on 4 hour conference calls, with 200+ people, whose only purpose was to..... schedule the next conference call. If you didn't say "here" when your name was called.... your VP got a nastygram which very quickly filtered it'* way down to you.

If you have a good supervisor, you'll get instant feedback on your performance every day, and the review will have no surprises.

But enough of my issues - congrats again!

Congrats on the good evaluation Brad.


Now am I the only one who found this fanny as helL