#performancereview

Any idea when we are going to get these back from management? I was told yesterday quite some time ago, but that day came and went...

Interested in hearing if your performance eval rating/manager comments were as expected or a surprise?
For the first time in over 18 years, I received a “less than expected” rating even though I achieved my stated goals, met deadlines.

What is the percentage for merit increase for achieving a performance rating of 2 vs 3 vs 4 vs 5?

Does anyone even get a 5? I heard they don’t give out 5s. Or are they reserved for senior leadership?

Complete the sentence.

It's the middle of July, shouldn't they be showing by now? And yes I know that CVS is notoriously slow at this kind of stuff, but still to not even have your manager say anything to you yet? What gives? The one time that DL's need to pressure managers to get this done is the one time DL is silent.

In past layoffs, does anyone come to you with a list of names and you give your feedback on who you can let go? Do they look to performance reviews? Something I was informed of led me to believe that feed back from PL will be applied in this layoff.

I heard if you get meets expectations this year you only get 50% of your bonus. Anyone else heard this? I asked my manager and they didn't know so I called HR and they said there is no info available to them and to wait and see.

I'm sure a few folks have gone through the new mid-year check-in. What is involved ... was a meeting necessary or could an email take care of it?

We've just had Mid year reviews (which before that we hadn't long done our prior reviews, so what was the point) and now Growth plan reviews?? This just seems like busy work for the sake of it.

My job (and others around me's jobs) is uncertain currently and due to undergo a restructure etc in around August. So having these reviews so frequently is all just a fat waste of time in my eyes. Because my job wont be the same as before due to them wanting to silo by function or it maybe wont even exist and I'll be made redundant, who knows. There are currently no activities for me to add to this growth plan. If I was brutally honest it would be 'continue applying for more jobs'.

I do LinkedIn training etc, but these box ticking exercises are infuriating (also the 'Now assist' AI on the growth plan su-ks, because of the whole making our job titles more generic it doesn't know where to point to).

Management is rolling out a brand-new "Competency Model" framework for upcoming mid-year reviews that completely changes the rules of our jobs right after a massive layoff. They are introducing a mandatory "AI Competency" metric, requiring everyone to use AI tools daily and even "configure simple agents" just to be rated as "Effective" in their roles. This is a transparent move to force a smaller, surviving workforce to use automation to absorb all the leftover work from our departed colleagues. By rushing this out by August 31 alongside mid-year "goal adjustments," management is building a paper trail that redefines what it means to do your job well. If you don't adopt these new automated workflows, they can mark you as underperforming even if you are doing your core job perfectly, creating a loop hole for them to shift to performance-based terminations instead of layoffs so they can dodge paying severance down the road. Just when you think they can’t go any lower, they now want to take away severance pay

Default Rating: Far Exceeds Expectations
Actual Rating: Achieves Expectations
Override Calculated Rating: Yes

Anyone know what this means?

On my he-l. This new Mid-Year review ratings system is an absolute joke! I’ve never seen a more subjective rating system. You can put all the evidence and ecards and global recognition you want in your favor and if your manager wants to take a dump on your career this is a great hall pass! When the evidence listed by the manager points to an exceeds or at the least a meets and the manager just discriminates because they’re an ableist narcissist. Good lord… never in my long career have I ever seen a company circle the drain like this. The bank is asking to be sued via class action AGAIN for discrimination! They treat certain people differently than others based on their own intrinsic biases and never has it been clearer!

Is the max for “Exceeds Expectations” truly just 4%?

How does this mid-year review work.
You either get meets or not meets

My manager said , unless you are “not meet” nothing needs to be done.
Only if you are “not meet”, then it will be documented.

He said he has finish my review, but I did not see anything on my workday.

Just read mine and it looked wonderful until it says I should do more. Ok I work 10-11 hrs daily yet my rating is "tracking towards below expectations" I felt I just got slapped.

I was just given my first BE on Midyear review, after 29 years in the bank and never having anything below meet. I was given BS reason for it, stating I wasn't involved in AI - related tasks, as it was required. Noone ever assigned AI related tasks to me and my current job responsibilities do not involve it. I rejected the rating and commented in the form.
Additionally, I emailed my objections to the Managers. But it is my understanding, it is useless and I will be cut after year end. This is also an attempt to avoid severance payment. I do not have any illusions. I just want to hear your opinions about my possible strategy to go with the severance. Thank you.

I survived all of the previous cuts and was hoping to hang on long enough for the company to become profitable again. No such luck, I guess.

Like others have mentioned, it was a great place to work with great team members. And the hardest part of this is having a recruiter reach out to me with a job position that seemed like I would be a good fit for only to learn that it was the one at OSTK that I was just let go from. (The recruiter didn't notice this when they looked at my profile.)

And now I don't know what to think. Was I letting my team members down without knowing about it. If so, I would have hoped that they would have said so before it came to this instead of always giving me good reviews.

Anyway, it was hard enough when I thought it was more downsizing, but it's even harder thinking that it may have been for some other reason that I will always have to guess about.

Does your review actually mean anything at Nike? Promotions are non existent so is there any benefit to getting Exceeds Expectations over Achieves? Genuinely curious.

When I was still young and naïve enough to believe hard work actually pays off. After the initial PDS review and all the excellent feedback, money savings...I expected top rating. Instead, I got a VG “above average.” I was so disappointed I took a couple of days off. During the PA communication meeting, they told me I didn’t have “global impact.” I asked my manager what that even meant, because I wasn’t assigned to any global projects, that was completely outside my control. He walked me around the floor, opened a huddle room, and said, “See? There used to be only one monitor here. I asked them to upgrade to two.” he also asked to" replace chargers because people complained about slow battery charging in the huddle rooms."
Seriously? These are administrative tasks. Do you really need a PhD and research assignments to do this?

How much did folks get ? Band, %?

Its a check in not a mid-year.

But we are still doing ratings and stack-ranking people and calibrating to the smell curve.

So the real change is, employees dont get a say or the ability to send their accomplishments. As if that would have mattered.

Nice.

Why are they making us write the mid year reviews when layoffs are imminent in next 3 weeks?

My manager literally said in a meeting that she has never given an Exceeds. Seems to track as before joining this company, I've always gotten very high performance marks but since coming here, it's always Meets. Does anyone have similar stories? I only started reporting to this team this year.

An Engineering Director here told us to prepare for low reviews because managers are being forced to rate everyone on their teams using a bell curve, and there is no way around it. This means that even if some people are meeting expectations, they may still be placed in a “needs improvement” category. It feels like Oracle may be preparing for the next RIF or encouraging attrition. Has anyone else heard the same?

Does anyone have any real insight into the typical distribution of Below Strong, Strong, and Above Strong ratings? I’m curious what percentage of employees generally fall into each category during calibration.

There are persistent rumors circulating that another round of layoffs is planned for the end of the calendar year, with planning expected to begin in September. According to these reports, managers will be the primary target this time around.

Urgent Note for Managers:

Prepare now. If these rumors prove accurate, you have limited time to assess your options. Update your resume, strengthen your professional network, and explore opportunities elsewhere before September.

Additionally, reviews will be artificially deflated to encourage voluntary attrition. This appears to be a deliberate strategy to make the work environment increasingly difficult, pushing people to leave on their own terms. Be aware that negative review scores in the coming months may not reflect your actual performance.

If you're a manager, this is especially critical. Document your achievements and contributions now, and don't let artificially low reviews undermine your confidence or your market value as you explore your next move.

Working extra hours and getting good reviews won't save you. If they want you out, you'll be gone.

My manager told me not to submit it as we had regular 1:1, should I be worried?

My engineering team was already incredibly lean after various layoffs and departures over the last half a year. I was basically taking on 2 engineer's work and still got the notification today that I was surplussed despite great EOY performance reviews over the last several years. My manager said "it was not due to my performance" and it was "budget related" but honestly I am in shock and don't know what to believe.

I am off payroll in September, which means I have a few months to find a job --which isn't bad I guess. I am disappointed and angry that I have been cut while others around me who do less are still safe.

We have been told explicitly by our manger to expect that not everyone will get “meet expectations “, even if in reality you did meet the expectations.

I know these reviews are not as important as the year end, but what should we expect? Being put on a black list for the next layoffs?

When is PDS feedback for this cycle?

I know some groups already concluded assessments…and Supervisors/Managers are starting to act funny…Are there teams that are yet to complete PDS assessments?

Arby: We Have The Meats
Wells: Meets or No Meets

15 Signs Your Company Stopped Investing in You

You'll see 8. Your boss won't mention any.

You haven't been told.

The behavior changed anyway.

Here's what to watch for:

1. Your career conversation stopped being scheduled.
   ↳ What isn't scheduled isn't happening.

2. Your boss stopped asking what you want to learn.
   ↳ The question follows the investment. Both stopped.

3. Cross-functional projects stopped coming to you.
   ↳ The invitations dried up because the plan did.

4. You're not in the budget planning conversations.
   ↳ The invite list shows who matters upstairs.

5. Your review stopped including growth language.
   ↳ "Meets expectations" is a quiet decision.

6. Your one-on-ones got shorter and less frequent.
   ↳ Time spent is a signal you can measure.

7. You get steady work. Your peer gets the launch.
   ↳ Stretch goes to who they're still investing in.

8. The training budget went to your direct report.
   ↳ The bet shifted. Nobody told you.

9. New hires are being mentored by your peers.
   ↳ Mentorship signals who still has runway here.

10. The capex you proposed went to your peer.
    ↳ Development capital follows people, not roles.

11. Your boss stopped introducing you upward.
    ↳ Sponsorship is the resource that runs out first.

12. Your skip-level got canceled twice in a row.
    ↳ The cancellations are the message.

13. Your conferences got cut to local only.
    ↳ Travel budgets are a clean signal of priority.

14. Your development budget got smaller.
    ↳ Some budgets don't get cut. They just vanish.

15. You're reading this and recognizing 8 of them.
    ↳ The pattern has been speaking for months.

https://scorecard.plantmanagerblueprint.com/

What are they for nowadays? To belittle us some more and then give us no raises? It’s basically what they did. Everything is urgent in this bank except employee recognition and salary increases.

Honestly thought they would have dropped the axe months ago at this point. My IM rating was out of nowhere. I knew they basically cut everyone who wasn’t doing anything at all at this point and now have to find others to slash. Haven’t heard any concerns from my boss about performance since the year end review but am still expecting another bad rating based on what thier new process is. I’m guessing I have until September at the latest until they finally pull the trigger but just curious about everyone’s thoughts. Can’t wait until they finally do it and I never come back to this board again.

How do managers sleep at night when they have to downgrade someone who clearly earned a better performance rating?

Heard from the India team that Muhi Majzoub was in India last week. In a meeting with employees and presence of HR, he basically dropped hints that layoffs are coming down the pipeline soon.

Sounds like salary hikes are definitely getting delayed or might not even happen at all. On top of that, they're fast-tracking performance reviews right now to flag low performers before making the cuts.

Anyone got more details on this?

Message from my M5 NA squash friend is that they will be pushing lower rankings to all in reviews and employees will be stack ranked. There will be reviews across each GBUs. M5 suspects another round of cuts coming. For those with manager hate here - cuts will also be coming in for M level. The initial step per M5 was getting those with few reports to IC in FY 26. Many long term managers are understandably struggling in IC roles so cutting them on performance criteria in FY 27 will create no legal issues. Exact timeline not clear at the moment per M5 and he said he is prepping to be let go and hopes he at least lasts untill his RSUs/options vest. The RSU/options vest at M5 NA are 500K-1M - WOW - I don't think it was a lie. My Senior Developer RSU is 7.5 percent of that like WTF.