Re: A question about evaluations

Subject: Re: A question about evaluations
From: John Posada <jposada01 -at- yahoo -dot- com>
To: suzchiles -at- pobox -dot- com, Brian Gordon <elasticsoul2003 -at- yahoo -dot- ca>
Date: Fri, 25 Aug 2006 05:52:51 -0700 (PDT)

> The best evaluation system I ever worked under was
> when I was with IBM. Each year, I would meet with my
> manager and we would, together, set out the criteria that
> would be used at the end of the year for my annual
> review. For the entire year, I knew exactly how and
> on what I would be evaluated.

We have a similar process here, but it is done every quarter because
we get quarterly bonus.

We have a web site where the employee first enters about 6-8 goals.
They should be a comnbination of developmental projects and
accomplishments and they are weighted to add up to 100%. The
important thing is that they be easy to prove. A developmental goal
may be "Take a UNIX class", and an accomplishment goal may be
"Deliver the MPLS Installation Guide".

Then, through discussion with immediate manager, they may be toned
down or added to, then approved. At the end of the quarter, the
manager discusses with you if you met the goals and three weeks later
your bonus is in your checking account. I've been 100% the first two
quarters I've been here, so I cannot complain.

BTW...the company had a meeting two days ago. Starting 2007, they are
instituting 360 degree reviews for everyone AND Upward Reviews where
subordinates review their management. I've heard good things about
this type of review process.

John Posada
Senior Technical Writer

"I think the problem, to be quite honest with you, is that you've never actually known what the question is."

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Re: A question about evaluations: From: Suzanne Chiles

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