QPR
- Thread starter ppHATE
- Start date
Returntosender
Well-Known Member
Is their a minimum acceptable performer rating?
TxRoadDawg
Well-Known 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
TearsInRain
IE boogeyman
its all the same raise anyways, who cares
curiousbrain
Well-Known Member
I concur.
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?
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?
p228
Well-Known Member
You should have been able to close your QPR without selecting additional raters. All that is needed now is your FT sup.
LongTimeComing
Air Ops Pro
Meh, just habit I guess...
TxRoadDawg
Well-Known Member
And so I give thanks the preload NEVER made numbers the entire year.....
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.
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.
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.
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.
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.
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.
curiousbrain
Well-Known Member
My FT manager cared so little, he had me rate myself. What a system.
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......
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.
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?
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.
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.
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