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PDPs (Personal Development Performances) reviews

  • 14-02-2005 12:35pm
    #1
    laoisfan
    Registered Users, Registered Users 2 Posts: 2,298 ✭✭✭



    Hi

    Just need to get some advice here.....

    I recently completed my PDP with my boss. Since then my boss has been made redundant and her boss (a director) has begun to complete all the PDPs in the group (until our new boss takes over in a week or so).

    Anyway, as I said I did my PDP on Friday last and I was given my overall rating which was a 3-. Our ratings go from 1,2,3-,3,4 and 5. 1 is the lowest and 5 is the highest. 3 is meeting expectations, sometimes exceeding one or more. There is no difference between 3- and 3. Why have them you ask ? Well, that is what I keep saying.

    Naturally I am upset and I thought I was doing very good. The director said I was doing good work and that I was a team player etc etc. However, I was the only one in the group that got a 3- (I know this because I actually asked everyone else, they all got 3).

    I asked the director as to why I went from a previous 3 rating to a 3- rating. He more or less said it was the bell-curve at which point I told him he would need to back up the 3- rating with more facts than the bell-curve. He said he would come back to me. I asked him had he discussed it with my now redundant manager and he said he had somewhat. He also said this rating does not mean I am not meeting my objectives!!! What a load of horses**t!!!

    Can anyone help me or give me advice ? My problem with this is that it is going on my record. Everyone in my group think I should at least have gotten a 3.

    Am I being setup ? i.e. being burned here ? My manager was made redundant, should I worry too ?

    Your help would be appreciated. I am supposedly meeting with the director this week or next to discuss this again. If I still do not agree with the rating I am thinking of bringing this up with HR (advice needed here).

    --laoisfan


Comments

  • #2
    WhiteWashMan
    Registered Users, Registered Users 2 Posts: 20,099 ✭✭✭✭WhiteWashMan


    set up for what exactly?

    if you have a review plan, chances are you have a formal complaints proceedure if you feel that the review did not accuratly represent your efforts.

    you could put forward that you felt you werent given a fair appraisal as your manager was being laid off and that you would like to re-do it with the person who is currently finishing off the others reviews. this would at least make it more fair to you, and it will allow you to discuss your strength and weaknesses and where you should be developing with your director.

    otherwise, contact HR, follow the greivences proceedure for an unfair appraisal, and hope you get a better mark. by the way, just because your colleagues think you are doing ok, does not mean you are. and just because you feel you are doing ok, also, does not mean you are, so be very careful when blowing your own trupmet. you could end up looking fdoolish, but if you truely think youa re worth it, and you can see where you have been marked down, and disagree, then go for it.


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