Any chance of going over his head?
If you fundamentally disagree with his assessment is there an HR department that can mediate?
I’ve got to admit that marking something as incomplete because maintenance happens sounds like complete nonsense - how will anything ever be complete in that situation?
Well, he’s an ass, and it doesn’t get any simpler than that…
[quote=“MikeP”]
Any chance of going over his head?
If you fundamentally disagree with his assessment is there an HR department that can mediate?[/quote]
Not worth it. I spent a lot of last year talking with HR about various things and they either won’t or can’t do anything about it. When you have a group as small as ours, it’s pretty obvious who is talking to HR about you.
@Viking : Polish resume, get new job, say goodbye to $Boss?
@Ook That is my cunning plan…
Usually it’s “won’t”. My last HR “representative” (cue hysterical laughter) was more concerned with making up reasons to retain our Extinction-Level Manager than resolving issues. And we had some pretty severe issues, that ultimately led to a lot of people losing their jobs. But HR kept ELM in his position… until the center director started monitoring the whack-job’s calls.
Over the past decade, my corporate experiences have provided insight into three global organizations, and affirm that ratings numbers are now more typically meaningless than ever before, as many of you noted. For the most part, manager evaluations are irrelevant, and are in fact an outcome of directives to produce an overall set of pre-defined objectives, rather than the mill from which that grist is produced. Insistence that the rankings for members of each team be distributed across a pre-determined bell curve (rather than exhibiting a general tendency to fall there naturally) is just as stupid in the corporate world, as in academia.
Actually, it is way more stupid. At least in academia there is a little justification in that there will be differences year to year in exam setting and adjusting the bell curve up and down to even that out sort of makes a little bit of sense.
In the corporate world though it’s a complete nonsense.
Sorry, this just jumped out at me, but you can after a certain amount of time petition to have your discharge further “upgraded” after the fact. I’m really fuzzy on the details, but many of the veterans service organizations are familiar with handling such things, and I think it just involves writing a letter to the right office. Worst they can say is no.
I don’t know any of the circumstances so you might not feel that is appropriate or worth pursuing in your case, but I wanted to make sure you know the mechanism existed.
I was made aware of this about six months after being discharged. I’ve considered it a few times, but it would do nothing but waste some stamps. It won’t qualify me for veteran’s benefits, change my re-enlistment code (as if that mattered), or anything else.
And as far as I know, the Archives still has my records totally screwed up. Last time I requested a copy of my file, it had been shuffled in with the records of at least three other guys, all of whom had been drummed-out on drug-related charges.
I can waste time just as efficiently by listening to a recording of my self-congratulatory, hypocritical Senator.