3-1 on 2010 Year End Reviews

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Anonymous said:
So how many of you received a 3(results)-1(values and behaviors) on your 2010 Year End Review?
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For a company that has to pay hundreds of millions of dollars for whistleblower suits and discrimination suits who are they to judge anyone's values and behaviors! I guess it is a case of do as I say not as I do. They will be giving out 1's because they think then they have a leg to stand on when they do additional layoffs.
 












Anonymous said:
I thought it was unheard of. What was the reasoning for the 1 when you did so well to
get a 3
I would fight it thru HR if you can
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You can't fight anything through HR, they have already had the calibration meetings so they do trade offs so all of the managers are present when it is decided who gets a 3. Hopefully they do this with the FLMs also. They may believe that you had nothing to do with the sales results but the number itself equates to a 3.
 






Toxic!! Environment. If you have not figured it out by now good luck. The system is all about getting rid of as many people as possible so there will be fewer left when next downsizing occurs and it will occur. How many more would have been "displaced" if they had not managed several hundred out over past couple years? A defined number of 1s and 3s will be handed out regardless of perforamance. Just better be on your managers good side to avoid the 1.
 


















Yes, the DM's have way too much power in the attitudes and behaviors portion in the review process. I too received a 3 - 1, absolute bogus! DM claimed that my team-mates were selling my lead drug and not their own, and their lead drugs sucked! Too much favoritism and good-ole' boy networking in this company!
 






Anonymous said:
Yes, the DM's have way too much power in the attitudes and behaviors portion in the review process. I too received a 3 - 1, absolute bogus! DM claimed that my team-mates were selling my lead drug and not their own, and their lead drugs sucked! Too much favoritism and good-ole' boy networking in this company!
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GET AN ATTORNEY and SUE THEM PERSONALLY FOR DEFAMATION OF CHARACTER!!!
Make the amount SO LARGE that you end of taking their house, their personal assets.
Have them served with a letter from your attorney and scare the sh*t out of them! So many managers feel they're empowered by THEIR approval ratings?. Sh*theads.
I'd sue for everything fu*king thing they have. Also, turn them into the EEOC.
 






To justify a 1 on V&B's means there was some serious documentation against you. HR doesn't approve those without a significant amount of proof that you did not meet expectations. Clearly a train wreck.
 






Anonymous said:
GET AN ATTORNEY and SUE THEM PERSONALLY FOR DEFAMATION OF CHARACTER!!!
Make the amount SO LARGE that you end of taking their house, their personal assets.
Have them served with a letter from your attorney and scare the sh*t out of them! So many managers feel they're empowered by THEIR approval ratings?. Sh*theads.
I'd sue for everything fu*king thing they have. Also, turn them into the EEOC.
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Who has defamed your character? This is all confidential, and unless you have told all of your friends, your character (at least public) is in tact. Good luck with it.
 






You have no character which can be defamed.

You lost all your character when you became an overpaid cheerleader for NVS.

Now go back to your hole and wait for your next nut.
 






Anonymous said:
Who has defamed your character? This is all confidential, and unless you have told all of your friends, your character (at least public) is in tact. Good luck with it.
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FYI, all ratings are confirmed in calibration meetings and there is documentation to support it. In order to get the 1 rating many managers had to sign off on this as well as HR.
 






Anonymous said:
FYI, all ratings are confirmed in calibration meetings and there is documentation to support it. In order to get the 1 rating many managers had to sign off on this as well as HR.
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There is not always documentation to give out a 1. In calibration meetings they trade 1's and 3's around like they trade baseball cards. Remember if someone gets a 1 on a review it should not come as a surprise but it is almost always a shock. Unfortunately in this economic climate most people can not afford to not take a severance package or file a complaint with EEOC but if someone can afford to file a complaint, even while still working go for it. In certain states and New York is one of them your manager can be held personally liable for their actions. They can defame you at the calibration meetings. Remember most of the people at those meetings do not even know who you are but now they think they know something defamatory about you.
 






Anonymous said:
There is not always documentation to give out a 1. In calibration meetings they trade 1's and 3's around like they trade baseball cards. Remember if someone gets a 1 on a review it should not come as a surprise but it is almost always a shock. Unfortunately in this economic climate most people can not afford to not take a severance package or file a complaint with EEOC but if someone can afford to file a complaint, even while still working go for it. In certain states and New York is one of them your manager can be held personally liable for their actions. They can defame you at the calibration meetings. Remember most of the people at those meetings do not even know who you are but now they think they know something defamatory about you.
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You're an idiot.
 






Anonymous said:
Yes, the DM's have way too much power in the attitudes and behaviors portion in the review process. I too received a 3 - 1, absolute bogus! DM claimed that my team-mates were selling my lead drug and not their own, and their lead drugs sucked! Too much favoritism and good-ole' boy networking in this company!
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If the same terminology is being used all over the country by different managers does this prove that hr is coaching them on how to legally force people from nv?
 






Anonymous said:
You're an idiot.
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Great comeback. You are an insult to the hardworking and honest FLMs out there and there are a few. Of course there are deals about ratings out there. Maybe you are one of those managers who could be sued in NY. Guess what, if you are a manager in NY and someone from your district was let go in December signed for the severance they can still sue you personally for you being an idiot. In your case that would not be too difficult.
 






Former Senior Manager 27 years with the organization the scoop is all ratings have been manipulated since organization went to calibration meetings a few years back. HR was never really involved in field ratings till then now they are directed to meet the bell curve, had to be so many 1's, 2's 3's etc for each region. HR also at OU level has gone in and changed ratings after they were signed off on by sales managers and directors. The whole system is corrupt and dishonest. When the company was good all ratings were between the DM and RD, once agreement was reached that was it, no one else involved, now just a BS process where other managers can fight your ratings, HR gets there two sense even though they don't even know the people you are rating, having never worked with them in the field. Look at all the HR people let go lately, Novartis knows everything is crooked now they are getting rid of all the people who knew what was going on in prep for the next lawsuit. Once again all the people who knew how to run the pharma business being weeded out and idiots from GE and other industries being brought in, and they keep bringing in their buddies. Place is going to hell
 






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