Discussion in 'UPS Partners' started by ppHATE, Jan 28, 2013.

  1. ppHATE

    ppHATE New Member

    Let me be the first to open the annual QPR rant thread.. what a crock of :censored2::censored2::censored2::censored2::censored2::censored2:.. it's a complete joke. Let's hope i make it to "fully acceptable performer" meanwhile the entire finance department will be all "exceptionally strong performers".
  2. Returntosender

    Returntosender Well-Known Member

    Is their a minimum acceptable performer rating?
  3. TxRoadDawg

    TxRoadDawg Member

    Qpr is a beauty contest. Old sup liked me I rated way above average. New guy didn't like my opinion on doing other part timers paperwork my qpr went to crap even tho my numbers were 20% better. Just bet on 2% unless you have 36d's or better lol
  4. TearsInRain

    TearsInRain part-time bossman

    its all the same raise anyways, who cares
  5. curiousbrain

    curiousbrain Well-Known Member

    I concur.
  6. LongTimeComing

    LongTimeComing Air Ops Pro

    I typically see 3 to 3.5%. For PT sups, QPR's are just for show. It's not like we have MIP's that they directly affect. The pot granted to your manager is the pot. Last year I got about 5.5%.....another PT sup in my building did not get one for various reasons. Coincidence? Doubt it. In order for one to pull ahead in the raise within a workgroup of PT sups, everyone else must pay.

    And while we're at it, I don't quite understand why we have to select a group of raters when your FT sups assessment of you is the only one that counts?
  7. p228

    p228 Member

    You should have been able to close your QPR without selecting additional raters. All that is needed now is your FT sup.
  8. LongTimeComing

    LongTimeComing Air Ops Pro

    Meh, just habit I guess...
  9. TxRoadDawg

    TxRoadDawg Member

    And so I give thanks the preload NEVER made numbers the entire year.....
  10. FracusBrown

    FracusBrown Ponies and Planes

    Ratings populate career development.

    Breadth of Prospective. If anyone in the entire company knows what this is, please enlighten us.

    Raters are dictatated and the people doing the rating barely know me much less have the knowledge needed to give an accurate rating, even if the questions made sense.
  11. pretzel_man

    pretzel_man Well-Known Member

    Ratings also populate the MIS system. Raises are now directly tied to the QPR rating.

    The ONLY rater that counts is direct (and indirect) manager. None of the other raters go into the score. The QPR results do not go into the score.

    Right or wrong, this is how it works now.
  12. FracusBrown

    FracusBrown Ponies and Planes

    Managers leadership competency evaluation = 50%
    Managers performance evaluation = 50%
    Managers leadership competency and performance evaluation score combined = final rating which populates MIS.
    100% subjective based upon managers performance evaluation and managers leadership competency evaluation.
    Actual QPR Goals and Measures results have no effect.
    Peer and self ratings have no effect.
    Leadership Compentency and Job Specific Assessment results populate Career Development.
  13. beentheredonethat

    beentheredonethat Well-Known Member

    I agree that you are correct in how it is measured. But I definitely think it's wrong. Especially when you have a manager that is so remote, you only see her once in the entire year.
  14. pretzel_man

    pretzel_man Well-Known Member

    Personally, I like the change to being 100% subjective based on the manager's rating.

    People may recall that one of the major complaints before was that the quantatative measures were not accurate. That there were too many things that influenced it.

    With the subjective rating, at least that goes away. Of course there is the other side of the coin as you mention. Or as others will mention that their manager doesn't like them.

    For me at least, I like that part. I can get an accurate rating for my people and I am rated based on my boss' impression.

    Well, at least that's how it used to work. The new process this year is ridiculous and screws up all the good that was there before.
  15. curiousbrain

    curiousbrain Well-Known Member

    My FT manager cared so little, he had me rate myself. What a system.
  16. LongTimeComing

    LongTimeComing Air Ops Pro

    Lazy, lazy, lazy.....Disgusts me how much laziness abounds in the positions that get those hefty paychecks. I have been working my dick off to get there......
  17. curiousbrain

    curiousbrain Well-Known Member

    Me too. And, I was pretty much told the other day: "Hey, we respect all the work you do, but your resume is weak." So ... at this time, at this point, my loyalty is over, and the company can go screw itself as soon as I find another job.
  18. LongTimeComing

    LongTimeComing Air Ops Pro

    Are you just trying to go FT in the operations? How long have you been a PT sup? They asked you to turn in a resume? lol? What?
  19. curiousbrain

    curiousbrain Well-Known Member

    When you apply out of Ops, you have to submit a resume - or at least, I had to. It seems the rules vary depending on who you are and where you are.
  20. LongTimeComing

    LongTimeComing Air Ops Pro

    Ah, so you applied for a FT spot NOT IN ops....gotcha. So, full-time specialist to be more exact, I reckon? The resume would make a little more sense in that regard, I guess.