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No one knows. Also no one understands the ratings. Also just read another post where you aren’t supposed to give out gold standard ratings? Then wtf does the mean for the ones I gave and received? The whole thing seems like it’s meant to purposefully muddy the waters.
During the counseling connect meetings they baseline everyone. That means going through all the gold standards and basically being like is this person really gold standard? Then they put everyone on a chart. They’ll cutoff people based on that and assign bonuses. It’s really not that different than how it worked under the old system. Just instead of discrete ratings, it’s more of a spectrum.
Just because someone got a gold standard in their lead review and someone else got an always does not mean they will end up higher than the person at the overall dashboard stage. They still adjust people during the counseling connect meetings, just as they did during round tables during MDS.
Fair point EY1. Was hoping a PPED might be able to chime in though. They are probably as clueless, if not more so than the rest of us.
Ey4 it really bothers me how people refer to lead as "still being rolled out"...reality check - it has been rolled out for almost 9 mos. it is rolled out. It blows my mind how the rollout has been so botched. The peer comparison used to say "coming soon march 2018", now it just says "coming soon". Can you imagine if we executed a client engagement the way this lead implementation has taken place? Inexcusable
E5 not all CBS get PBB, and if they do keep in mind the bonus is % of base so the client servers are still likely making more than their comparable peer ranks
EY5 just because someone leaves at 4:30p doesn’t mean they’re done for the day ... stop generalizing
I was trying to resolve an error when one of my reviewers made a mistake and selected “Never” instead of “Not Observed” for one of the evaluation dimensions. HR said they couldn’t change it and that I shouldn’t worry about it, which is when I asked “we’ll then how are bonuses are determined if this doesn’t matter” at which point they said they didn’t know. I then said this was professionally unacceptable, to which they said “yeah, you’re not alone in this opinion”. I guess all we can do for now is hope that counselor “round tables” or whatever they’re called now, sort this all out.
Not to be rude but if HR doesn’t know how will we?
Hahah I think you’re right and no disrespect to any PPEDD. I think you’re right
This new system favors Core Business and hurts client facing performers. So, CBS will enjoy bonus and raises and client facing will enjoy hearing about how we didn't meet plan and all the things we could have done to have had better numbers. But, honestly, I mean just how would we survive without Core Business. They work so hard (during the week, 9 to 430).
As a high performer I’m glad they torpedoed the old bonus system where everyone got a flat percentage based bonus, but I’m also realistic and doubt that there will really be any significant difference in how the money gets spread around
So it sounds like there is more of a continuum of bonuses rather than the 3 to 4 buckets that previously existed. And I get the comments from reviewers are more for coaching and less for the calculation of the bonus, which is a little dumb but so be it. My main question is how that continuum is applied based off of feedback results? Like where is utilization even brought in?
Yeah I don’t think the bonuses and raises are going to play out much different just because of LEAD. Most people will be in the middle (like a 3) and some will be higher performers like 4 and 5s. Honestly I think a lot of people are overdoing how this will impact things.
So is “usually” a 3 or a 4? Lol....
Just sounds like politics might play a huge part this year since nobody knows what is really going on behind the curtains
It just seems very weird and non transparent. Rather than a 3 being equal to x%, you now have a subjective bonus handed to you and no way to compare it to anyone else.
My counseling family leader told us not to translate usually, often, etc to numbers while the firm constantly sends out emails about gold standard being a 8....
It gives the powers at be more discretion; rather than the old “all managers rated 3 get x%” model they can now allocate bonuses more specific to the individual.
Counselor connect group leaders get reports with ratings, utilization, sales (managers and up) etc to have a holistic view. Mechanically, no one is sure exactly how it gets entered into a system, but the discussions after cycle 2 clearly land the high performers above the low
Okay, so they do have a collection of metrics provided to them which allows them to holistically consider everyone and rank us accordingly.
OP yes; being ‘behind the curtain’ I can tell you we are all still figuring out the details as the process rolls out but the performance discussions and comparisons are still working the way it always has through group discussions. Yes, there is always a bit of politics at play, but the discussions work well imho