Annual Performance Review Results

[anonymous]

I am part of a small team (<20 people) in Enterprise - been in J&J for less than 3 years and have received 2 full Annual Performance Review Results - both of them strong/strong. Each time I have asked what can I do to improve my rating since merit increase is nowhere close to inflation in my part of the world. Both the times, my manager has been unable to provide any clear guidelines of what is stopping them from rating my any higher. I wanted to ask a couple of questions: 1. Is it really difficult to get Exceptional ratings even after proving through my G&O's that I have performed way better than prior year? 2. Is strong/strong almost the expectation for everyone unless you severely underperform or is there something else going on which I am not aware of? 3. It is entirely possible that other team members might have performed better. Can somebody who has received this rating tell me what criteria they cleared so I can work towards that?

 

[anonymous]

This is a long response, so bare with me.

first and foremost, there is a scoring system in your department and everyone falls within a bell curve with exceptional/exceptional being at the top 1-5 percentile and strong/strong in the middle. You likely fell in the middle against your peers in your department. They will usually rate you against people in your department with the same pay grade, so even though there’s 20 of you, you should be distributed along a bell curve with only your PG peers. I hear sometimes they lump PGs together if it’s a really small department, for example PG 30 and PG 31 so it’s more evenly distributed.

Next - I’m my 9 years at J&J, I’ve received three times in my life 1 “exceptional” rating. It was always “Strong/Exceptional”, I’ve never in my life had 2. And usually when I got the exceptional I was performing at the next pay grade and close to a promotion. This past year, I BUSTED my ass for the exceptional and tbh, I’m surprised I didn’t get two exceptionals based on my performance but my manager said she’s never seen exceptional/exceptional ever. What I did this year was not only kick ass at my core responsibilities and go above and beyond to meet milestones, my feedback from peers was exceptional, AND I did like 3 solid extra curriculars that had significant measurable impact on the organization and even enterprise. It’s not enough to just do really great in your defined role, you need to go outside of it and do things beyond your level. To be honest, not even sure it was worth it because I gainedf weight and lost out on quality time with my family to be running towards the corporate carrot. This year, my goal is a strong/strong because I rather have work life balance. If you want an exceptional, be prepared to sacrifice your time and work beyond expected hours.

 

[anonymous]

This is simply a financial and budget exercise with a bell curve built in so the ratings must balance to the budgeted bonus amount for each group each year. Regardless of results only 1 in 10 “may” receive an excellent rating and DEI is a factor so if you are male, white, or over 45 then be happy with strong, seriously. Sad but true with few exceptions. If someone in your group leaves before the bonus cutoff there may be extra $$$ to spread around. Also don’t forget the dreaded bonus multiplier that pulls everyone down financially. So much fun. Expect many departures in Q2.

 

[anonymous]

The rating system goes against the Credo. Simply put it is not based on merit. A very strong performer who deserves an exceeds will get strong strong while a mediocre under the radar average employee will get the same strong strong rating. It is numbers game.

 

[anonymous]

My experience as a Director providing ratings which are "fought for" in combined leveling sessions with my peers and boss. As stated there is a bell curve with approximately 10-15% to receive "Exceptional". E/E is rare because you basically need to deny someone an E/S to award it and it's better to spread the wealth. Another big factor is past ratings. If you got an Exceeds last year you likely won't this year - independent of performance - because other good people have not had an Exceptional for a few years. It does happen but even more rare . So you tend to rotate these limited quantities around. That may not sound great but that is the best way to work within the system.

 

[anonymous]

Above responses are spot on. Things to consider. If you want an exceptional rating be the best in your group of 20. Manage up - make sure your boss's boss knows you exist. Since you've been with J&J 3 yrs, consider moving on to another role in J&J. Going from S/S to E/S will take you from 3% raise to 5% raise but the effort will no doubt impact your work/life balance. J&J is like high school - it's a popularity contest - you want to be involved in everything to get noticed - and that will get you a E/S rating and that whooping 5% merit increase.

 

[anonymous]

Agree with above posters that ratings are not connected to performance; bell curve, politics, DEI, & rotation - everything but performance so don’t have high expectations of S/E or E/E even with a stellar individual performance year. Managers rewarded for rewarding DEI so they look out for their own performance reviews and dollars. Everyone out for themselves and not much teaming, mentoring, sharing, or recognition. Hunkering down quietly due to layoffs coming. Be proactive & keep looking & moving. Don’t be surprised or blind sided. Kissing up may or may not help. BMS is hiring with huge $$$.

 

[anonymous]

I was a sales representative with J&J. There was a bell curve. Representative names were written on a white board and district managers in the region with the regional manager decided on your rating with the curve. Antiquated system. Many managers had no clue to what your contributions were beyond your ranking. Your manager can fight for you but many don’t. If this is still the process, my suggestion to you would be work to impress all management for they all may be deciding your worth.

 

[anonymous]

Given that ratings follow a bell curve, someone inevitably ends up with a ‘moderate’ rating whether they deserve it or not. Has anyone ever drawn the short straw on that one? If so, what was the reasoning, and how did you navigate the situation?

 

[anonymous]

Given that ratings follow a bell curve, someone inevitably ends up with a ‘moderate’ rating whether they deserve it or not. Has anyone ever drawn the short straw on that one? If so, what was the reasoning, and how did you navigate the situation?

Yes, I got a "moderate" for how, due to political reasons. A few weeks later, I simply transferred to a different OpCo where I've been treated much better. This is why it's important to have good relationships and connections with people in other OpCos.

 

[anonymous]

Yes, I got a "moderate" for how, due to political reasons. A few weeks later, I simply transferred to a different OpCo where I've been treated much better. This is why it's important to have good relationships and connections with people in other OpCos.

Given that ratings follow a bell curve, someone inevitably ends up with a ‘moderate’ rating whether they deserve it or not. Has anyone ever drawn the short straw on that one? If so, what was the reasoning, and how did you navigate the situation?

I never heard of anyone disputing a rating and winning. I have found JNJ to be very passive aggressive with cloak and dagger activities among managers in how they give out ratings on a very subjective and personality basis. I would leave the department. Otherwise, trying to get the rating adjusted, it will only escalate the problem and that manager will likely inform future managers of you being the problem.

 

[anonymous]

This is a long response, so bare with me.

first and foremost, there is a scoring system in your department and everyone falls within a bell curve with exceptional/exceptional being at the top 1-5 percentile and strong/strong in the middle. You likely fell in the middle against your peers in your department. They will usually rate you against people in your department with the same pay grade, so even though there’s 20 of you, you should be distributed along a bell curve with only your PG peers. I hear sometimes they lump PGs together if it’s a really small department, for example PG 30 and PG 31 so it’s more evenly distributed.

Next - I’m my 9 years at J&J, I’ve received three times in my life 1 “exceptional” rating. It was always “Strong/Exceptional”, I’ve never in my life had 2. And usually when I got the exceptional I was performing at the next pay grade and close to a promotion. This past year, I BUSTED my ass for the exceptional and tbh, I’m surprised I didn’t get two exceptionals based on my performance but my manager said she’s never seen exceptional/exceptional ever. What I did this year was not only kick ass at my core responsibilities and go above and beyond to meet milestones, my feedback from peers was exceptional, AND I did like 3 solid extra curriculars that had significant measurable impact on the organization and even enterprise. It’s not enough to just do really great in your defined role, you need to go outside of it and do things beyond your level. To be honest, not even sure it was worth it because I gainedf weight and lost out on quality time with my family to be running towards the corporate carrot. This year, my goal is a strong/strong because I rather have work life balance. If you want an exceptional, be prepared to sacrifice your time and work beyond expected hours.

So what type of bonus does one get if you are a strong/moderate? Would you get anything? What does this all mean at JNJ? I started the end of May so I know my bonus will be reduced but other than that it’s confusing. Moderate sounds like you’re doing what you’re supposed to be doing.

 

[anonymous]

So what type of bonus does one get if you are a strong/moderate? Would you get anything? What does this all mean at JNJ? I started the end of May so I know my bonus will be reduced but other than that it’s confusing. Moderate sounds like you’re doing what you’re supposed to be doing.

Getting moderate in any category is really bad. Your bonus will be less than half, and your raise will be around 1%. If you get moderate in any category, you need to start looking for a new job.

 

[anonymous]

My experience as a Director providing ratings which are "fought for" in combined leveling sessions with my peers and boss. As stated there is a bell curve with approximately 10-15% to receive "Exceptional". E/E is rare because you basically need to deny someone an E/S to award it and it's better to spread the wealth. Another big factor is past ratings. If you got an Exceeds last year you likely won't this year - independent of performance - because other good people have not had an Exceptional for a few years. It does happen but even more rare . So you tend to rotate these limited quantities around. That may not sound great but that is the best way to work within the system.

100%…
Got E/E … then S/S while having great/exceptional feedback from many stakeholders. Manager was kind enough to make me understand that I should not be concerned … (bell curve game) … alright …

 

[anonymous]

Agree with above posters that ratings are not connected to performance; bell curve, politics, DEI, & rotation - everything but performance so don’t have high expectations of S/E or E/E even with a stellar individual performance year. Managers rewarded for rewarding DEI so they look out for their own performance reviews and dollars. Everyone out for themselves and not much teaming, mentoring, sharing, or recognition. Hunkering down quietly due to layoffs coming. Be proactive & keep looking & moving. Don’t be surprised or blind sided. Kissing up may or may not help. BMS is hiring with huge $$$.

Agree

 

[anonymous]

The rating system goes against the Credo. Simply put it is not based on merit. A very strong performer who deserves an exceeds will get strong strong while a mediocre under the radar average employee will get the same strong strong rating. It is numbers game.

Everything jnj does goes against the credo! It’s hilarious that anyone even pays attention to that nonsense anymore. They don’t care about the reps, the doctors, the clinics, the nurses and especially the patients, or they would not have just ditched millions on Xarelto patients last year. But they did have $80 billion in revenues and the ceo got a 117% salary increase. Meantime, many are wondering how to pay their bills, feed their kids and how to afford their medications. What a joke!

 

[anonymous]

Everything jnj does goes against the credo! It’s hilarious that anyone even pays attention to that nonsense anymore. They don’t care about the reps, the doctors, the clinics, the nurses and especially the patients, or they would not have just ditched millions on Xarelto patients last year. But they did have $80 billion in revenues and the ceo got a 117% salary increase. Meantime, many are wondering how to pay their bills, feed their kids and how to afford their medications. What a joke!

Yes, especially those who received “moderate” ratings that will result in minimal merit increases and bonuses.