Ratings and Rankings

Today, the managers will get together and decide the monetary futures of all our collective staff. We will take the entire population of hourly workers, and rank them in order by performance against expectations. The tie breaker is potential as measured by a "9 box" survey of skills and education. We will rank 20% as 1's, or top performers, 70% as 2's, or meets expectations, and 10% as 3's, or poor performers. We will then manage at least 25% of the poor performers out of the organization over the next year. After we rank the non-exempts, the first level exempts leave the room and are ranked, and so on all the way to the top.

I hate this process...