work evaluation reports?

5 comments

1. [評価面談] *hyoukamendan*.

   Nothing uncommon about them.

   Had them at least twice a year.
   They were usually accompanied by an interview with a manager.

   Organizations will vary in their individual practices, of course.

2. My current job has something similar. I have to write down my goals for the year and I update the progress 4 times a year and my manager signs off on it all the time. Although it isn’t strongly related to my bonus. Best worst case I might get +-3% of my annual salary as a result of it.

   My previous workplace was much more random. The bonus was relatively evaluated, so that the top 33% performers got the highest bonus, 8x month, the middle got 7x and the bottom 33% for 6x. This meant only the senior engineers got the 8x while everyone else was destined for lower bonuses.

3. Yeah, here’s the simple flow about them.

   If you’re in good with management, you will get a positive score, and a significant raise.

   If you’re not in good with management, but have a decent showing, you will get the minimum raise.

   If you’re not in good with management in your respective area, and don’t have a good showing, the interview will pertain to how you can improve yourself for next time, and why should we keep you and renew your contract.

   Good luck!

4. Had mine recently. The trick is to set goals that are EASILY quantifiable. The trouble is a lot of the important work is not easily quantifiable. This means those who have the gift of the gab in these areas are almost guaranteed their bonuses.

   Another positive that was explained to me was, if there is something you think that needs to be done at your workplace that no one is doing, put it in there to with some quantifiable goals. That way if someone was to accuse you of dereliction of duty because you are devoting much needed attention to something that needs attntion, you have an alibi to fall back on. That is, you identified a need, set a goal to meet that need and a person with authority agreed that it is a need and allowed you to set relevant goals.

   This is particularly useful in regards to cybersecurity, where the question often arises: why are you digging though backups each week/month when we have contracted X company to do so daily?⇒I am securing our last line of defence against cyberattacks as is in my goals set out in number 1.,.blah. The bargain basement vendor contracted has so far failed on these times I have documented. Such failures could lead to these costs..
   This goal was approved by Suzuki Bucho directly and has a performance weighting of X so I assign Y of my monthly hours to it. My other goal is calculating the recovery time at weighting of Z so I will need to sit out this evening’s meeting to ensure my calculations are correct without me accruing undue overtime.　←When I was Haken, this would silence many, as my overtime was unaffordable after my handlers took their slice of the pie. (These days not so much)

   Mundane, but it is my life right now.

   Do you have any friends in your company that can help you with this? It can be either a prop up or a stumbling block depending on how you apptoach it.

   Edit:spelling

5. Yeah these are very stupid. I really hate doing them. As a little protest I spent 4 whole work days on mine this year (edit: this quarter), well I spent like 90 mins before the meeting doing it and and the 4 days before telling everyone I was busy doing it.

   It’s a terrible thing for a business to do. Pay should be tied to performance, not to creative writing.