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If you have gmail, look at the sponsored links. Says quite a bit about
management capability. Where I toil (>100,000 employees) perfrev is
indeed a way to get you to fill in the blanks for management.
Here's the result. Almost everyone you want to keep gets an average
rating. Poor performers get lower grades so that you can justify their
firing and avoid complaints, lawsuits, etc. Every department has a
star performer. Where I work it is someone who takes credit for
everything. There is no idea you can come up with that's your own.
On the third perfrev I got it right. Just fill in what your boss says
and get it over with. Be thankful you have a job. Use up every
benefit, and drink lots of free coffee.
Ed
On Tue, Dec 23, 2008 at 10:44 AM, Downing, David <DavidDowning -at- users -dot- com> wrote:
> Does anybody here have to do a self-review as part of their performance
> review? I confess I have a hard time with it -- specifically the
> section where you have to list your "key strengths," because you have to
> think of new ones each year. I was wondering if other folks have to deal
> with this and how they deal with it.
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