Cauzin Chaos wrote: we have them every year too.. and have to do a self evaluation... we get so tired of doing them.. we know the boss man just takes out last years and checks all the same stuff.. and writes the same stuff every year.. year after year.. one year I sent in all of mine and put.. 'same as last year' on each question.. lol
no one ever said a word...
LOL Good answer Brenda!
obviously they are never read... just a waste of time
I used to put things in there that I would like to see changed etc etc.. but after 16 years of asking my office to be painted I gave it up...
All I pay my psychiatrist is the cost of feed and hay, and he'll listen to me any day.
It is not the fact that we "DO" them, but like others have said, they are not read and do not carry any weight. It is sort of like predestination, it is determined before hand how things will end up and who, if any, get a small raise based on these evaluations. In the end two people decide the fate of a couple of hundred people. The only reason we do them is because it is mandated by State Government, but working in an "at will" state, they carry no weight if they decide to end your employment. I know, I have been through this before. I had above average evaluations for fourteen years and I was still cut just like a new hire when the time came. I am glad I just have to slog through one nowadays.
Dave & Pat
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Early in my career I took them very seriously and tried diligently to correct whatever I felt was not accurate in the evaluation. After years of not having any success at changing what the manager's pre-conceived notion of my performance was, I gave up and just go thru the motions now. I consider them a complete waste of time nowadays.
When I retired, I was responsible for over 70 employees. I was supposed to evaluate them annually, just like my boss was supposed to evaluate me. I told him I would get to mine whenever he got to his. I never had to do a single one! Honestly, if I had waited to evaluate my crew just once a year I wouldn't have lasted a month. I kept an eye on every one of them virtually every day. I never met a person who was fully trained and I never met a person who had had enough praise. That was my job, training and patting on the back (sometimes their upper back, sometimes lower down) not filling out some useless form.
Working for the Colorado Dept of Trans. I had to both evaluate and be evaluated. These evaluation had the least bit of value since our "performance based Pay" was never funded the entire time I was there. They were not even considered in any other aspect of employment , such as discipline, promotion, or transfer.
When I signed mine, I would sign "Mickey J. Mouse" one time, "Ronald Regan" the next and so on. No one ever questioned it.
As to filling them out on others, I gave everyone a "Superior, needs improvement" rating, and again, no one ever noticed, and my supervisors did indeed sign each one.
Now then, I will not argue the point that at some, maybe many places, these evaluations do have meaning, but not for CDOT.
We have a peer evaluation system. I absolutely abhor it, I am not there to grade my co-workers nor should they evaluate me. We are one person per shift and very seldom if ever work with another except for relief. Oh well, 14 months and they can do what they dang well please. lol
msmith1199 wrote: Giving appropriate feedback to employees is all part of being a good supervisor. Employees need to be told if their doing a good job and they need to be told if they aren't doing a good job. Evaluations can either hurt you or help you when it comes time to taking action against a bad employee.
Won't name the organization - but besides the supervisor rating his
subordinates - they rated him anonymously using same form.
Best and worst were thrown out. Compilation of others posted!
Concerning feedback of the useless reports. I was a District Service Mgr. for an international oilfield services company. Had 100+ people under me. As business goes when you are in a downturn, revenues down a lot, the beaurecrats seem to come out of the woodwork trying to show that they're needed since they actually produce nothing and know it. All of a sudden you get a request for a report on some obscure revenue or where it comes from. Some beaurecrat building a database so he can show that he is tracking X and the distribution list would include Managers, Semi Execs, VPs, etc. I would do the report accurately for a couple of months but when there was no feedback, WELL I have a sort of larcenous streak. Next month the report would have figures that were totally impossible to achieve, whether it was revenue, safety stats, training, you name it. Never did I get a response from the person doing the tracking, never. Once I got a response by phone from a VP who had trained under me when he was a field engineer just out of college, wanted to know where these outlandish numbers came from. I laughed and told him what I was doing and why. He started laughing so hard I thought he was gonna have a heart attack. From then on everytime this VP who ended up being the Pres. would come to our district he would make a point of coming to my office, sitting down and just BSing. The beaurecrat in question by the way got demoted a few months later, still doesn't know what hit him.
Sometimes a little larceny pays off.
Dave
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