Change is Good?: Part 2
So last week I brought you, Change is Good? where I mentioned a discrepancy between two versions of a 2005 Performance Review. Well, it comes as no big surprise that I was pulled into the office to discuss this. And why is it that nothing good ever comes out of these closed door sessions? Never? Never in my 11 year career at my current employer has anything good transpired from one of these sessions. So the “newest” manager pulled me aside after I brought up this issue a few days ago.
It seems the copy I was given in February was not a “final” version, whereas the version I found on the Internet was. I was rather displeased with his interpretation but it was not going to change what happened. That was the high point of the meeting, it only went downhill from there. As I expected it would.
Why is that? Well, as mentioned, a mid-term review was forthcoming and last night was when it took place after our discussion of the 2005 discrepancy. Currently my job is not in jeopardy, I flat out asked that question. Where a score of ‘3’ is satisfactory, I received a ‘2+’ for my current review period. They cited my “negative attitude” and “communication skills” when relating to other employees as a cause of concern. Hmm, okay. I can deal with that. I am not happy at my employer…yeah I know you should not let something as crucial as this actually affect you or your co-workers.
I still disagree with the evaluation and made it known, not as if I expect that to change anything. The bulk of my work is done without supervision when I am on duty. I sit in this windowless, hole of an office with the rats running in the ceiling panels and attempt to work through all the problems…err…that’s right our company calls them “challenges” that come along. A manager sees me for about two, maybe two and a half hours. During that time my routine is rather structured as I prep for my shift prior to anyone going home.
I was told I need to “support my peers” when it comes to the operation. I feel I provide input and support when its necessary. But I got the feeling I was supposed to help relieve the workload by taking more responsibility for work that is not assigned to me. I have my own work to do and enough to keep me busy. Sure, I surf the Internet, as does everyone else in this department, but don’t cite that as the prime example of “not supporting my peers.” When I started in this department I was not told everything, nor did anyone hold my hand and take me through my job, day in and day out. If I wanted to know something I asked, or tried to find out for myself. People did not just give you information. Supposedly this is a flaw as well.
So what does all this mean? Not a god damned thing if [or shall we say when] we get the BART job *fingers crossed*. It meant that I did not even receive the minimum “raise” on a scale of 4% to 7%. I received a full 3.25%, this after the company took nearly 30% from us since 2001. *sigh* Ah well, guess it’s better than a swat in the ass, right? No longer will they give us a set percentage, but it will be solely tied to performance.
Hopefully things turn around soon because the burnout is doing nothing more than causing frustration, which is now affecting my attitude. I sort of figured this is how things would shake out come mid-term review time, so it comes as no surprise. He did offer me a chance to move off midnights, which I declined since that would do nothing more than really screw up my life. I don’t look forward to a 5 hours commute working day shift and swing shift would cause my wife problems, as she would not be able to work [as much]. I was given the choice to go to a different department. One of those where they hired someone chump off the street for about $10,000 more than I am making. So I passed on that as well. Midnights is where I want to stay until I leave this company
Without citing any examples from Office Space anyone have any suggestions for getting on, when the going gets fugly as it has in my case?
