Has anyone ever been asked to participate in a sham performance review process? I am being asked to sit on the sidelines while a known low performer with mountains of documentation around client, external partner, and account leader feedback, is promoted for political reasons. I do not think I can ethically review the rest of the team if this is the standard. HR is advocating the sham. Thoughts?

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The decision is made. You need to not be collateral damage. Document vague unrelated praise without committing, validating or invalidating the real problem.
It's not your fight

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I think shows the difference between a PLC and a partnership. I get how as an employee you might decide to bury you head in sand but for a partner all poor leadership decisions are their fight.

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Need to pick your battles, are you willing to die on this hill. Do you have support from higher-ups to handle the backlash. Kudos for considering the right thing despite the challenges.

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This must be at EY

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It’s AP 😁

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Ethics hotline. It is confidential and the firm is mandated to look into it.

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This. Call the hotline.

What do you think the consequences are going to be if you refuse? I guess the decision will be based on how severe the consequences are going to be if you decline to be part of this.

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Why not just accurately document your thoughts, and if they promote the person at least you're on record sharing your honest evaluation? Then you don't have any ethical problema relative to the rest of your performance reviews...

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Because I have to deal with this person going forward and HR wasted all of my time on this!

Happens all the time. Most senior folks get bad behaviors ignored regularly.

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I’m not surprised that HR is advocating the sham. I recently raised some ethical concerns with our broken performance review process and I asked to speak to someone in HR as high as I could. She was underwhelming and was either being naive or malicious. In fact, the market leader in question, that has the ultimate saying in these promotions, treat the promotion cycle as his personal Christmas bag where he hands presents to his people. And if you ain’t in his circle or are his comrade, the performance call is just a formality. He already decided promotions and rewards before the call takes place.

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My mentor, a senior partner at my prior firm, said to me once when I was still a Manager: « some think once they make partner they have a say on things… ». I guess he was right. This is wild.

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Promoted to what level? … Senior Associate or MD/ Partner Admittance?

What’s unclear to me is the ‘why’ this person is being pushed forward and upward? I think that’s pertinent information to the discussion.

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It’s also a clear violation of our code of conduct, the purported company values, and the questions we are supposed to ask ourselves according to the ethics policy when faced with difficult decisions. Guessing none of that is worth mentioning to HR who put me in this dilemma?

Multiple client escalations and much more. Not in line with standards we hold others to, or claim to be about. Retaliatory behavior, toxic lieutenants, etc. etc.

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