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<blockquote data-quote="FracusBrown" data-source="post: 1099144" data-attributes="member: 29360"><p>"Results" of Goals and Measures are the "results" I was referring to. They used to be capped at 120. There is no cap now. Dont know when it changed, but results scores are higher than possible before. This allegedly forms the base for the managers evaluations which generate the final QPR score. </p><p></p><p></p><p></p><p>I know how it works.</p><p></p><p></p><p></p><p>Goals and measures (results) score used to be capped at 120. The result score for the goals and measures are calculated based upon the numerical goal and actual numerical result entered by the person being evaluated. I understand the actual final QPR score is not directly dependent upon the goals and measures result score. </p><p></p><p>Those who score low on goals and measures results are not likely to be rated exceptional on the managers competency and performance evaluation.</p><p> </p><p>The entire process is confusing and convoluted. Very few understand how the final score is derived. Regardless of how the qpr score is derived, there is no real established goal that equates to a specific pay increase until AFTER the final scores and evaluations are completed. No one knows what it takes to get a poor, decent, or good raise. If this were a goal establishment excercise, this method would fail.</p></blockquote><p></p>
[QUOTE="FracusBrown, post: 1099144, member: 29360"] "Results" of Goals and Measures are the "results" I was referring to. They used to be capped at 120. There is no cap now. Dont know when it changed, but results scores are higher than possible before. This allegedly forms the base for the managers evaluations which generate the final QPR score. I know how it works. Goals and measures (results) score used to be capped at 120. The result score for the goals and measures are calculated based upon the numerical goal and actual numerical result entered by the person being evaluated. I understand the actual final QPR score is not directly dependent upon the goals and measures result score. Those who score low on goals and measures results are not likely to be rated exceptional on the managers competency and performance evaluation. The entire process is confusing and convoluted. Very few understand how the final score is derived. Regardless of how the qpr score is derived, there is no real established goal that equates to a specific pay increase until AFTER the final scores and evaluations are completed. No one knows what it takes to get a poor, decent, or good raise. If this were a goal establishment excercise, this method would fail. [/QUOTE]
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