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From: daves@hpopd.pwd.hp.com (Dave Straker)
Newsgroups: comp.software-eng
Subject: Re: Elimination of performance ratings.
Message-ID: <36650015@hpopd.pwd.hp.com>
Date: 23 Jun 91 10:50:50 GMT
References: <1991Jun18.133646.12361@auto-trol.com>
Organization: Hewlett-Packard CCG-PWD, UK.
Lines: 40

>> If you don't use appraisals/reviews, how do you give feedback on
>> performance, help people improve, give out pay raises?
>
>Yes, we still want to do reviews/appraisals so we can help employees
>develop and improve their skills.  What we want to eliminate is the
>1,2,3,4,5 ratings, where people feel upset if they don't get an above
>average rating.  So the real question is, if you don't use a rating 
>scheme that puts people in boxes, how do you give feedback on 
>performance, help people improve, give out pay raises?
>
>Alec

One of my favourite topics! My opinion is (ie. we don't do it here
but I think we should):

Feedback is qualitative, not quantitative: there are too many variables
to be able to say 'you are at level 3' - when this is done, it becomes
based on qualitative judgement anyway. Feedback against objectives,

eg. Objective: Improve analysis of problems before making decisions.
    Feedback: Good, considered decisions on Widget design. (source: Mike D
              Jim R.). Not so good on Flange specification (source: Jim R).

    Note: the source of the judgement is quoted - no anonymous 'people
	  think you're not doing well.'

The review is discussed between the employee and his supervisor and then
his supervisor's supervisor. Any feedback points may be questioned, with
the source person of any comment being brought in to justify it.

This goes forwards to the pay review:

Pay for a combination of actual and potential contribution. Pay also for
teamwork and longer term contributions (get the balance right to cause
the best behaviour). Only make a special case of special causes of
variation - ie. most people will get around the same pay rise (say 8 - 9%).

Dave Straker            Pinewood Information Systems Division (PWD not PISD)
[8-{)                   HPDESK: David Straker/HP1600/01
                        Unix:   daves@hpopd.pwd.hp.com