I think ours are serious, but the company I work for has been in disaster mode for most of the time I've been with it. That means our performance evaluations have been revised more than once between reviews, and I don't think said reviews had any impact on the performance raises my boss fought for last year and the bonuses we got this year. We got them because the company can't afford to lose any more talent...
That's kind of what I am getting it. If raises & promotions have no meaningful relationship with performance reviews (and where I work they demonstratively do not), are they serious?
I mean, to be more specific, in my case they compute a numeric metric that is supposed to reflect your performance & "core competency" but then everyone
gets the exact same (as in percent of increase from current baseline) "merit" raise. Which means it is really just a cost of living raise, and that's roughly what the value reflects anyway.
Meaningful, *real* raises and promotions occur entirely outside of this process.
And I'm not even getting into how the performance goals are either outright nonsense or don't even remotely apply to us, or how mission-critical responsibilities complete with their own SLAs don't even factor in.
In other words, literally ZERO PERCENT of my performance evaluation (and thus my merit) is based on whether or not I even bothered to respond
to priority 1 tickets about how the facility is on fire or otherwise non-functional, let alone actually resolved the issue.
It is absurd that my division has an all-important SLA that evidently no one is individually and officially responsible for actually fulfilling.
My performance could still be "excellent" or whatever even though I whistled right-on-by issues with life-threatening potential or million+ dollars liability.
Like I said, it's fundamentally unserious where I work. To the point of being a terrible joke.
NINJA: Oh, and they routinely don't publish the goals we're supposedly working under for that year until late summer at best. As in, we typically have a "mid-year" review 9 months in with goals that were just published!
As in: "Here's how you well you did this year accomplishing goals that were ... just published two weeks ago... yeah."
The real irony is that every year they promise they'll get them done sooner, that they're making them better, etc... But yet they're always roughly the same, and they're always late the same amount. And, again, they are mostly nonsense anyway.
I don't know why Corporate America wastes so much money on useless executives and managers, who are so pointless they can't even pretend