GovTech

Originally Posted by Unregistered

could be because of that bell curve thing they use during the appraisal review.

Yes ah. So someone must get C- and even D. But they cannot just tell u, oh because of bell curve so give u C-. Must smart a bit ma hahah

Easiest is, your peer is doing so much better so u better buck up or join other agency. But u got record already. So...

Originally Posted by Unregistered

Yes ah. So someone must get C- and even D. But they cannot just tell u, oh because of bell curve so give u C-. Must smart a bit ma hahah

Easiest is, your peer is doing so much better so u better buck up or join other agency. But u got record already. So...

Yeah, the bell curve starts from team level. Half the team would get C and below one. If the team is small then very few people in the team can get B or C+. If you ask HR, HR will tell you ******** like there is no quota and bell curve.

Originally Posted by Unregistered

Yeah, the bell curve starts from team level. Half the team would get C and below one. If the team is small then very few people in the team can get B or C+. If you ask HR, HR will tell you ******** like there is no quota and bell curve.

wondering did any senior management/ hr get C-? hahahh

Originally Posted by Unregistered

Yeah, the bell curve starts from team level. Half the team would get C and below one. If the team is small then very few people in the team can get B or C+. If you ask HR, HR will tell you ******** like there is no quota and bell curve.

bell curve starts at the people in the same job and same job grade. not at team level

Originally Posted by Unregistered

Yeah, the bell curve starts from team level. Half the team would get C and below one. If the team is small then very few people in the team can get B or C+. If you ask HR, HR will tell you ******** like there is no quota and bell curve.

how many % allocate for C, C, C+, B, A?

Originally Posted by Unregistered

could be because of that bell curve thing they use during the appraisal review.

Besides the RO, do the director or HR actually read the RO's comments in Workday in order to decide whom to moderate? or how they decide whom to moderate?

Originally Posted by Unregistered

how many % allocate for C, C, C+, B, A?

Don't think we will ever find out

But u can take a look at the usual bell curve allocation

Originally Posted by Unregistered

Besides the RO, do the director or HR actually read the RO's comments in Workday in order to decide whom to moderate? or how they decide whom to moderate?

I think only chapter leads do that. Director usually rely on their ism to inform them the final output. If director has any concern, then they will voice out and ask few questions. For example why this person deserve it? Why not him?

Ism already done the necessary homework across their team or DSM

Originally Posted by Unregistered

wondering did any senior management/ hr get C-? hahahh

I don't think we will ever know if SLM is part of the bell curve. HR is just another function so like other poster said, they will be graded on the same grade

Originally Posted by passer by

bell curve starts at the people in the same job and same job grade. not at team level

What if you are the only person at your job for the job grade? Then no need to compare against anyone else meh?