The inherent problem with the system is that there are quotas for perf grades because of finite budgets for performance bonuses, and also the need to manage top-heaviness in the service. So the coping mechanism for that is to deliberately "space out" the award of quality performance grades, and "pace" the promotion rates of all but the most elite scholars.

It's dumb but that's the way it is. Would also like to see greater differentiation between the most outstanding performers (regardless of status), but that also means that the average performers will have to be content with receiving C grades basically every single year. Theoretically speaking, that should be the way, but staff morale and affirmation of small improvements is also a people management strategy.. right?