Objective Setting

[gee4]

Jess,

Even if it does not result in or contribute towards a pay rise of any kind, I think it's always important to have feedback.

Have you asked about this?  I did in a previous job just before I got made redundant.  At least my boss understood why I was asking for it.

[JessW]

 
Gee, right now all I can think of is having the whole of next week off (knowing my luck I will be in bed all week as I feel rotten).

My head is so fuzzy, having spent the last 2 weeks getting the mob caught up on their billing forcast for the first half of our financial year, it is still spinning at the scope of the work.  and I still have to do the bill narratives (excel exercise!) to explain what work was done etc!

When I get back it will be business as usual with a heavy dose of credit control (another add-on element of my job).

To think that people think I am daft saying I should be doing the additional work (billing and credit control) on a percentage basis!

Jess

[gee4]

Round 2...

What objectives do I compose for this year?  Same ones as last year?  What new ones can be added?

This process is so vague mainly because there is no progression for admin staff unless you move within a different job family, and because there is no incentive for a pay rise or to move up the salary scale.

It's a necessary exercise but seems to have no value.

[JessW]

Gee

Stick with the old, but take out any redundant ones and add different emphasis to the remaiing ones. 

If it worked last year, then it should be ok!

Jess

[gee4]

Thanks.

No redundant ones I know of - all still relevant.

[gee4]

The closing date for Annual Discussions was Mon 31 Jan.  An extension was given to 7 February which is today.

Here is my gripe...

Whilst I understand diary commitments and urgent meetings take priority, why is it myself and other admin staff are still bottom of the list when it comes to this sort of thing?  Am I not entitled to an annual appraisal in the same way as another Manager?

I welcome your opinion because I seriously cannot make head or tail of it.  After today my records are going to show that no discussion has taken place between myself and my boss.  How can I be appraised or agree any details if that does not happen?

This activity will close out and my records for 2011 will be left incomplete.  As you can imagine I am not happy.

Is my boss just pre-occupied with other more important things or is he lazy/forgetful/uninterested?  Automated emails have appeared in his inbox in relation to appraisal sign off for others, hence my concern.

[Jackie G]

Have you tried letting your boss know of your concerns, Gee?  He may not realise how much this is bothering you.

[gee4]

Firstly I don't see why I should when he can manage to carry out this exercise for others.

We sit opposite each other so how can he forget about me, or that he has to complete this task when reminders appear in his inbox.  All he has to say is, can we do your review today, tomorrow or next week.

The whole thing is bizarre.  He's obviously not interested in completing what has been asked of him, for his sake or mine.  It makes me feel unimportant yet I enjoy my job and the department I work in.

Whilst I feel like this, I'm now of the opinion if he hasn't carried out this task, then let him take the flack for it and make excuses for what he hasn't done, because as far as I am concerned, I have done my bit which was to set objectives for this year.  He even received an automated email about that too.

If the entire company has to have a review on an annual basis, which bit is he having trouble remembering?  Maybe he needs reminding he has a PA or better still, maybe I should take a long holiday and see if that jogs his memory!

[gee4]

I have just been chatting to my boss about travel plans for next week, and noticed his own review is scheduled with our MD on Monday.

Now you would think in highlighting that to him he would have said something to me about mine...no...nothing. 

How many more hints does he need?!  I can't figure this place out.

[msmarieh]

That is very frustrating indeed gee and I can understand why you feel like you shouldn't have to remind your boss that you should be treated as an equal to every other employee there.

Still, it is what it is, so it might be best to just ask him directly.... I see mine is the only performance review left to complete (if that actually is the case). When would you like to schedule this? It would be nice for you to be able to say at your own review that you have completed all of your employee's reviews.

Marie

[gee4]

I am so angry I cannot tell you.

I contacted HR last Friday to ascertain what would happen if my review did not take place.  It has taken nearly a week to get a response but I've finally had a f2f discussion with one of the HR team.
 
1. Firstly we opened the online tool and it became apparent my objectives for last year have been entered incorrectly and should have been entered further down, on a separate line, so my boss can appraise each one. 

2.  Secondly it was clear I could not edit the details because I had already entered new objectives for this year which triggered an automated email going to my boss to complete the next step.

I made it clear my boss mentioned nothing about my review and HR said, "well it's his job to".  That was enough for me.  I explained that while I had not been through the process before, but was aware of it, the actual steps had not been explained fully.  Again HR said that my boss should have taken me through the process "but he's obviously not aware of it himself".
 
Now I have set up a meeting for my boss to carry out my appraisal and score me on each of the objectives.  I then asked HR what comes out of the review, what does this feed into.  I was informed that my boss is assigned a "pot of money" and out of that pot he allocates a sum to his team.  It's not a given but if he feels you are worthy of something then he decides.
 
HR will take an action to arrange a session for those new to the process and explain how it should be completed. 

3.  Lastly HR looked at my objectives and said they are not specific, to which I replied, "well my boss approved them last year and never questioned them.  In fact he told me to draft my own and never made any input into them himself".
 
I think HR are now getting the picture on the issues I am raising.

[JessW]

Fingers crossed for a successful closure of this matter and resolution of the 'misunderstanding' of procedure from your boss and your HR dept.

The 'b1tchaitch' in me says if they want specific you should try noting down put something like "increasing efficiency in correspondence to client A in relation to matter b/c/d/e/f/g" with the bcd etc being a preci (sp?) of any and all correspondence/actions required for that client, fully itemised.  Then do Client B, Client C, Client E (not forgetting all inter-company correspondence on any/all matters!

They want specific?  They got it! or perhaps they need to actually look at what your objectives cover and the consequences/benefits of doing each one!

Now, take a deep breath ... and

Good luck! 

[gee4]

Jess I was thinking same.

My list is endless! 

[gee4]

I scheduled my review for this morning knowing that my boss was due to have his review yesterday with our MD.

It all went extremely well and having had interim feedback last year I was pleased to hear, that both my boss and the department, are still more than happy with the support I am providing.

I voiced some concerns which will be addressed, and we added a couple of new objectives in line with the team.

It makes a big difference having had this review and even more so that the appraising comments were excellent.

[JessW]

  Nice one Gee!

Long may it last!

Jess