{ "media_type": "text", "post_content": "Got a three with bottom ten percent scatterplot 🎉🎉🎉", "post_id": "5930b2dbf8ec4d0010b4f983", "reply_count": 19, "vote_count": 16, "bowl_id": "552d1d24dc1c586b09d2d051", "bowl_name": "Consulting", "feed_type": "crowd" }

Got a three with bottom ten percent scatterplot 🎉🎉🎉

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And Deloitte gave zero guidance on how strict or how lenient a person should be graded, so no consistency

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Some over engineered HR initiative gone wrong at Deloitte ?

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Average score was 4.5 out 5 (5 is best), so one person rating you average destroys you

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Our system is different but I mainly care about the ratings because it directly impacts my bonus.

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https://hbr.org/2015/04/reinventing-performance-management

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Wait did you see it?

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That's what we are all trying to figure out M1

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Scatterplot made me stressed for no reason for 2 months. I was new hire, first project went so-so (half my hours), next three went great. I'm glad they didn't use scatterplot for rating.

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Every project you get rated on two metrics on a 1-5 scale , the metrics are "would i staff this person again" and "does this person deserve highest bonus"

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Seriously - how does this scatter plot work ? And how does it map to ratings 1 to 5

It has nothing to do with your rating

Ok .. so how/why is scatter plot used ?

Still not following .. what is being plotted for your scatter plot ?

And you are then given a scatterplot against all your peers

Is there a separate scatter plot for each of those metrics ?

OP - the scatter plot is one consideration among many. It's a data point, along with things like utilization, project impact, role complexity, etc. we discuss and take into account factors like someone's first project when they're new to the firm.

People get all bent out of shape about the ratings. Obviously you prefer really good ones. But at the end of the day it's all about doing impactful work for our clients. Do that, make sure you're known for it, and you'll do great.

@OP how did you see? The early glitch?

It sucks.

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