Performance Evaluations

MSgt Private RallyPoint Member — Mon, 19 May 2014 13:34:06 -0400

Being a rater/evaluator for a performance evaluation, how would you handle seeing someone who is an average worker receive a high rating? I have seen evaluators base their ratings off of conformity to the unit and command. Evaluators are rating their subordinate based off everyone elses evaluations for image purposes. What is everyone's take?

Response by SFC Private RallyPoint Member made May 19 at 2014 4:47 PM

SFC Private RallyPoint Member — Mon, 19 May 2014 16:47:37 -0400

Speaking from the Army; we set expectations in a form before the rating takes place, and we do follow up evals quarterly. If the person exceeds that we note it and keep focus of the evaluation down the road. We look at conduct on and off duty as well. How do you always give everyone the best remarks, and know who is going to the best in the system to improve the results for the gerenation to come?

Response by MSgt Private RallyPoint Member made May 20 at 2014 7:56 AM

MSgt Private RallyPoint Member — Tue, 20 May 2014 07:56:19 -0400

That is one problem with the current EPR system. No matter how many times we (supervisors) are told to stop the inflation, it is almost impossible. I try not to think about it...I give feedback as appropriate and they have to live up to standards as well as my expectations. Being in my current position, I am reviewing ca. 70 EPRs. If the supervisor didn't do feedbacks he will not get a Firewall 5 because he is not doing his job.

You can't fix a system or another supervisor's issues with the system. You can just control what is in your control and expect others to do the same.