Performance appraisal Puns

Recently found out that there’s a performance appraisal thingy to get when ORD happens.

Does getting a shit appraisal grade affect my life after ORDing? Like finding a job etc.

I’m asking this because I just posted out to a new unit. I contributed loads in my previous unit, but I’ve yet to do anything in my new unit (which will be the one appraising me when I ORD I’m assuming) and I have only 7-8 months left before I ORD, sooooo is my 1 year+ of work before posting out just wasted…

Edit: Thanks for the replies, I would still be happy if I can at least get satisfactory tho but meh¯_(ツ)_/¯

I'm a current graduate student who has started to look through usajobs. I've noticed a lot of posting require a performance appraisal, or a written explanation of why you don't have one.

My previous job was a non-profit position, and we did not have written performance appraisals. For the explanation of why I don't have an appraisal, is it okay to keep things brief and to the point? Should I offer to provide a reference for my previous position upon request?

I'm also generally wondering if posting requiring appraisals are worth applying to if I don't have one--do I still have a chance?

Appreciate any insight!

I work for an agency with an October 1 – September 30 appraisal cycle. Here's a timeline of my employment:

1. September 15, 2020: Began working for agency
2. November 2, 2021: First received performance plan for October 1, 2020 to September 30, 2021 cycle
3. December 20, 2021: Received first performance appraisal (for period October 1 to September 30) based on the performance plan shown to me on November 2

A couple questions:

• Is it customary to issue a post-facto performance plan (i.e. a plan issued after the end of the rating period for which it's being used)?
• Since the performance plan was in place less than 120 days prior to the end of the appraisal cycle (in fact, for negative days; -32 days precisely) should I be evaluated as "unratable"?

I think this occurred due to a lot of management turnover in the preceding year. My rating was fine, albeit not quite as high as I was expecting based on comments previous managers had made. It just struck me as a strange chronology to not tell someone how they'll be evaluated until after the end of the period for which they're being evaluated.

Like I said, I'm not really dramatically displeased with my rating, and I'm not sure it's something I'd want to rock the boat with in appealing it, but is there any particular benefit to making a notation in the comments section beneath the signature block as to the date I received it?

As the title says, she received an email saying she was not selected because of this. She has the time and grade, it was a stupid blunder on her part.

Just curious if anyone has had any luck overturning a situation like this? The job is a GS-6 in timber at the same district she works now, and her boss wants her to get this position.

Surely there is a way this can be undone and she can get her name on the hiring list?

Need your help, fellow INTJs. So I’ve lost all motivation for my job. To put it simply, I hate it, hate my coworkers even more and it just makes me miserable and sucks out my soul. It wasn’t always like this… when I first started I was bright eyed and bushy tailed, eager to learn and hoping to be on a team where ‘everyone puts their best foot forward’. That’s even the line I’d used in my interview. It turns out nobody puts their best foot forward around here, heck my coworkers are stepping backwards if anything… Everyone is out for themselves, manipulating and pawning off on others. These people don’t have a lick of intuition, or they simply don’t care to try and need their hand held for every little thing that it’s basically worthless having them around. I could do it all myself with less hassle. I can’t stand it.. but I am still above average at work, always having attention to detail, meeting deadlines, all that stuff. They’d honestly be SOL without me so I’m not worried about impressing anybody.

So yeah, now it’s time for yearly performance appraisal and I don’t even want to bother. Feel like just putting “I did the work I was assigned to do, end of story.” =_= They also want us to put “developmental areas” which is really just a ploy for what new work they can throw at me in the new year. Oh you want to improve your communication? Come on and train all of our new staff straight out of school that know nothing, won’t listen to you, will forget everything you say right after you say it and ask you the same questions every week!!

Sigh… might get docked because I can’t seem to bring myself to care about continuous improvement right now when the world is basically at a standstill, why can’t I be as well? :/

Any advice is appreciated or if you can relate, feel free to share. Sorry for the negativity, just not in a good place rn.

The present study was under taken with such a task in mind and it aims at unearthing the strengths and weakness of the current performance appraisal system in textile industry Coimbatore that is preva.

I'll start by explaining our Appraisals started across our department mid October. They have you submit some self appraisal for you to put forth how good you think you did, & then our direct supervisors look over performance since last year in the middle of the following month, usually finding points to say you didn't do that well, & determine how much of a raise we are going to get, which caps out at maximum(but unlikely) 4% increase to pay.

The second explanation is in regards to our incentive system, much like other companies there's a pool of money they leave aside each month to distribute to the department based on there performance & metrics and whatnot.

They decided around the beginning on this month, after much deliberation & feedback from the grunts, that the department as a whole is going to get an increase of pay, but at the cost of a smaller incentive pool, & a restructuring of how the incentive itself is earned. Overall, this was seen as a positive by practically everyone in the trenches, more guaranteed money for everyone, & the new incentive system would only really hit the end of month bonuses of the top ten performers, but not a lot. The pay increase from this move would be putting everybody up atleast $1.50 per hour. Neato. They also explicitly state this is all solely possible from reworking the incentive pool exclusively. Nothing other than the incentive restructure is determining the pay increase the department getting. My supervisor also had a private meeting with me to inform me of the news(I had been on PTO for over a week & missed it), & in said meeting she said the restructure was entirely separate from the Appraisals, that still had to be factored in.

Cut to my Appraisal meeting this morning. My supe & I had the typical warm up review of where I did well, where there could have been improvement, yada yada, and then she hits me with the "Overall, I think you're entitled to a a 2.4% increase based on how well you did, & then will apply from when Appraisals started in Oct, to when to new pymt structure goes into place in Dec, and then it'll be set to $XX.00 per hour like everyone else"

"Hold on, Supervisor, what do you mean we'll all go to $XX.00 in Dec? How will my raise from my Appraisal factor in?"

I'll spare you all of the corporate dribble that spilled out of their mouth for the next ten minutes, but long story short, they've suddenly chosen the raise everyone gets is only go

Even better - if the help rendered was extremely valuable, try to give them a LinkedIn referral (if they have a LinkedIn account). This will help them with their career in the long run.

Edit: I can understand this not being useful if the team's too large in size. For those who are questioning if I've worked in a corporate setting - I've been a part of the Corporate group for 10+ years.

After the quarter ends, there are going to be appraisals of our employees on the basis of their performance. Can anyone suggest some of the modern performance appraisal methods that could help us?

Note : I work in the Enabling Areas.

I recently found out that my position in the performance scatterplot is way lower than i expected and is disappointing because almost all my peers are way farther up. It is not consistent with the feedback my Team Lead has given me over time. However, the Internal Client Scatterplot(based on snapshots given by PPMDs btw) shows I have out performed majority of my peers.
Will the performance scatterplot :

1. Affect my Calendar Year end Comp revision that was spoken about in CEO's email?
2. I am in my milestone year but Promotion is guaranteed at my level, however, will it affect my Hike in June 2022?
3. Will internal client snapshot be able to offset this issue?

I know this is a conversation to have with my counsellor and I will, however I wanted to hear some honest feedback from you all based on your knowledge of the Appraisal process.

I feel like the appraisal process in Deloitte is shrouded in a lot of obscurity.

• for those announcements that do require appraisal, how much does it weigh during the a) referral process; b) selection process?
• and for those that do NOT, is it advisable to include them if you have outstanding rating?

some say the appraisal narratives are even more important/critical than the actual score/rating.

As a supply teacher, when you're being evaluated by your school principal are you teaching the lesson the classroom teacher left? Or does the supply teacher create a lesson to be taught and observed by the principal for Teacher Performance Appraisal?

I recently started working at Panda Express and I was wondering how often the Performance Appraisals are and what the scores are out of, if anyone could help it would be greatly appreciated

Hello Friends,

I have been working as a seasonal employee for the Forest Service since early May and, at the suggestion of my coworkers, have already started looking for possible autumn/winter contracts for the same position. I have noticed that every job announcement on USAjobs requires the inclusion of a SF-50 and performance appraisal for the hiring package. My mid-season performance appraisal will not occur until July and everything I have read about the SF-50 has warned that it takes a while to acquire. However, many of these job announcements close in the next few weeks.

I have two specific questions on this issue, but would appreciate any general guidance that can be offered.

1. I see that in lieu of an SF-50 I may submit a statement of why the form is unavailable. How would such a statement read? I googled this but was unable to find any examples.
2. Can I offer a similar statement in lieu of a performance appraisal, or do I need to ask my supervisor to help me out here?

Again, any help is greatly appreciated.

Haven't gotten anything solid on if the metrics will be changed seeing as how the company has a big emphasis on memberships. April 1st is when they're due and I haven't heard anything regarding it.

How can i get my talent performace form?

I am one of the senior managers at an office where the boss (Mr A) hired his long-term fiancee (Miss A) as the site manager. Mr and Mrs A live together and have two kids - so basically a married couple. Over the years, Mr A has conducted annual appraisals for Miss A in which he has always granted her pay rises (talking >50% pay rise over the last six years) for outstanding performance. However, he has never given anyone else pay rises to this extent, and Miss A's performance is mediocre at best (she is always making mistakes and arguing with the other employees as she knows the boss - her fiance - will always support her). She never even had experience in this sector before this job, and started on a higher pay than any other manager before.

Question: Is it legal for an employer to do appraisals for an employee who is their fiancee / spouse? We are a small company in a pretty niche sector and so we don't have a HR department, but is there anything that can be done about this?