Posted on Jun 26, 2018
Forbes on LinkedIn: “Employees don’t want annual reviews.…
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I’d like to compare this to the ever increasing stress involved in the OPR/EPR system.
I’d like to compare this to the ever increasing stress involved in the OPR/EPR system.
Forbes on LinkedIn: “Employees don’t want annual reviews.…
Posted from linkedin.com
Leadership
Evaluations
Posted >1 y ago
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Maj (Join to see) thanks for the most informative read/share.
PO1 Tony Holland SFC William Farrell PO1 William "Chip" Nagel SMSgt Minister Gerald A. "Doc" Thomas Maj Marty Hogan SGT (Join to see) SPC Margaret Higgins SGT David A. 'Cowboy' Groth SP5 Michael Rathbun CW5 Jack Cardwell]] COL Mikel J. Burroughs ] CPL Dave Hoover SFC Shirley Whitfield SPC Jovani Daviu LTC Stephen F. SGT Jim Arnold SSG William Jones MSgt Ken "Airsoldier" Collins-Hardy Capt Dwayne Conyers
PO1 Tony Holland SFC William Farrell PO1 William "Chip" Nagel SMSgt Minister Gerald A. "Doc" Thomas Maj Marty Hogan SGT (Join to see) SPC Margaret Higgins SGT David A. 'Cowboy' Groth SP5 Michael Rathbun CW5 Jack Cardwell]] COL Mikel J. Burroughs ] CPL Dave Hoover SFC Shirley Whitfield SPC Jovani Daviu LTC Stephen F. SGT Jim Arnold SSG William Jones MSgt Ken "Airsoldier" Collins-Hardy Capt Dwayne Conyers
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I don’t see annual reviews as the problem, it’s the way they are carried out and the fact that, in many cases, they are the only feedback you receive.
On the Marine side, what you can actually write in them is so limited that painting a true picture of an individual’s performance is impossible, you aren’t allowed to mention any areas for improvement and any negative wording triggers a warning. Why even do evaluations if you can’t actually evaluate?
Add to this that I can count on one hand the number of times I ever received a performance counseling outside of a FITREP and it means the system is completely broken and only results in a comparative number that rates you against your peers.
In that sense, I completely agree with the author’s point that people are disengaged with the process, what’s to be engaged about? I would love to see counseling sessions occur throughout the year prior to the review (I understand this is technically supposed to happen but it absolutely does not) and for the FITREP system to be more reflective of actual performance/skill.
On the Marine side, what you can actually write in them is so limited that painting a true picture of an individual’s performance is impossible, you aren’t allowed to mention any areas for improvement and any negative wording triggers a warning. Why even do evaluations if you can’t actually evaluate?
Add to this that I can count on one hand the number of times I ever received a performance counseling outside of a FITREP and it means the system is completely broken and only results in a comparative number that rates you against your peers.
In that sense, I completely agree with the author’s point that people are disengaged with the process, what’s to be engaged about? I would love to see counseling sessions occur throughout the year prior to the review (I understand this is technically supposed to happen but it absolutely does not) and for the FITREP system to be more reflective of actual performance/skill.
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They made a strange approach on OERs these days. I know that the reviewing your peers system has failed and been pulled out again.
Something interesting they could do, if they want to keep up annual reviews, is to have a person being reviewed write up surveys similar to the old peers system for their rater and senior rater only. This would be received independent of the OERs so they cannot influence each other, but that could be a more concise and complete system.
The US Government as a whole, and the Army as part of that, is determined to have quantifiable tracking procedures for everything they do, hence the OERs.
Something interesting they could do, if they want to keep up annual reviews, is to have a person being reviewed write up surveys similar to the old peers system for their rater and senior rater only. This would be received independent of the OERs so they cannot influence each other, but that could be a more concise and complete system.
The US Government as a whole, and the Army as part of that, is determined to have quantifiable tracking procedures for everything they do, hence the OERs.
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Maj (Join to see)
We have actually started an annual counseling session at the 6 month mark so the airman is spoken with related to their performance every year informally at least once. It’s not a fix but it’s better.
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