AdminSecret

My company gives up Quarterly Performance reviews, and because I am not a billable employee in a consulting firm, mine is based largely on Discretionary Points...  Due to this, I dread every review!  Any tips on how to not only survive, but to leave my boss impressed... My Supervisor is not actually the one who delegates my work, as I am assigned to a Department Director, but my timesheet, reviews, and requests must go through The Administration Manager.  How can I show that I work my butt off to someone who does not actually see my work products?

We do, We are required to make a quartly goal sheet, and to show how we accomplished this goal.  We also have inout from the team we support. Everyone says mine is going to go great, but I still can't help but wonder....

I am with you in disliking performance reviews. We have them once a year in conjunction with raises. The thing that really gets me is that regardless of how hard I work, how much extra responsibility that I take on, or how much I help the others in my department(something that never ever happens to be reciprocated around here when I am out or extremely overloaded), we all end up getting the same raise percentage. Oh that just burns me up. Of course we are not supposed to know who gets what, but I do over hear what the others say about theirs. I mean we have those here who sit and shop all day on the internet, literally all day, and still get the same raise percentage as me. The only time I ever internet at work is when I have absolutely so little to do that I am trying to stretch it so that I can be somewhat busy all day. This only happens like twice a year, right before Thanksgiving, and right before Christmas due to the fact that so many of my shop guys are out on vacation. And then only once I have offered to help out those who I can see are struggling to catch up. The worst part it that my boss knows what goes on and is still not going to bother to give the merit raises on MERIT!!!! Truly irritating. He is so worried about upsetting someone that he doesn't do his job as it should be done(in my opinion) in this area.

I had my Annual, Review, and it went the complete opposite of what my team members were telling me. Several points that were made about my performance, seemed to have no backup, as if my reviewer didn't ask for comments from any of my team members. I was given no salary increase, and told that there will be a reevaluation in 90 days to see if there has been improvement. I ask myself, Improvement to what, I stay late to finish projects handed to me last minute, I always meet or exceed my deadlines. I organzine and schedule work for 2 team members, who do not have an active manager. What else can I do.... If my best only gets me a  'needs improvement' in almost every area, without any justification, only examples that seem to have been made up, what else can I do????

They let me go...

WOW! I am so sorry to hear this!

Did they give you any reason?

Unfortunately, many companies will let you go if they even think you are looking elsewhere.  As for reviews, I usually do a review of myself before the actual review; I know the process and the forms, so it is not that hard to do.  I make a written evaluation of myself.  I start with the last year's review and address all the comments that were in it, especially if I was to improve on something.  I list what the ways that I have added value to the company - working hard and going the extra mile are a given in these times - so I try to make these quantifiable.  I have a section on the general work I do and how my work specifically allows others to be more effective and productive.  Then I include any new tasks I have taken on and any new skills that I have mastered.  I usually end with suggestions for ways in which I could be more valuable in the next year and include any specific projects that I would like to work on or would be willing to work on.  I email this to my reviewer (if this was not my supervisor, I would cc my supervisor) at least a week before my review.  I would also suggest that if you think you may get an unfair review that you let HR know you are doing this and provide them a copy before the review.  This will give you support if the actual review differs from the reality.  I keep this list going all year in a spreadsheet (I may not remember something important that I did months ago) and then use the spreadsheet as a basis for my review preview.  If you have received any letters or emails of thanks or recognitions for your work, you could attach those as well.

I wish I would get my review. Mine was due 12/31/2008 and I am still waiting.

Everyone should keep a personal "kudos" file throughout the year.  I keep my on-going accomplishments, letters/emails in which others commend me or thank me for my assistance, a list of idea that I have floated up (even if they were not acted upon) and a check sheet of what I am expected to or hope to accomplish for the year (metrics).  A few days before my review, I send my supervisor an email asking her if she would like to see a summary of the contents prior to my review or would she rather I just bring the file with me.  This helps to remind her that I work hard all year and that the whole year should be included in my review.  In a previous job, the review seemed to only include recent stuff, and although it was positive, it wasn't complete.  At that job, raises were based on the review and I wanted to be proactive in making sure my supervisor remembered how deserving I was.  Also, I am often asked to assist with other divisions and my supervisor might not ever know the work that I do for them.  It's MY review and I want to make sure that I am well represented. 

WOW I cant believe they let you go like that.