It appears to me that you have probably not read/ fully understood the performance management philosophy/ policy of your organization. It is unlikely that an organization with 5000 (+) employees would have defined their appraisal criteria in a casual manner (as explained by you). Bell curve merely implies normal distribution, which means that all shades of performance (on a scale of 1 to 10) can be accommodated on the curve. And to distinguish these shades, percentage achievement for each shade needs to be quantified.
2-3 Needs Improvement
4-5 Meets Expectation
6-8 Exceeds Expectations
Overall performance is also based on Competencies and skills and grand total is the sum of rated average of objectives (70%) and competencies(30%).
I have joined the organization in March last year and the above mentioned rating is in practice since last three years. As already mentioned, my team is a new team thats why ambitious/overambitious objectives were set, so, the overall achievement of my team is below 100%. Regarding the understanding of Bell Curve process, a team from our HR department did extensive travelling across country, and had sessions to explain the process with all the managers responsible for doing performance appraisals.
Mr KKNair! There is no normalization process and I have the same feeling that giving a highest rating of 5 would be too miserly and there would be plenty of frustration and resistance in my team.
Your company management, therefore, rightfully desires that each manager ought to indicate which all members in his team have made how much contribution. The sum total of their contribution may mean that the team has met the expectations, but that is meaningless from the viewpoint of individual performance. A manager has to have the capability of distinguishing between the best, the second best, the next best & so on in his team, and not say merely that everyone has performed equally. Well, if you truly feel that they all are at the same level in their performance, you possibly did not allocate specific goals to each member in the team & did not track their individual achievement/ performance on a monthly/ quarterly basis. This also implies that you are possibly not aware of the technique of sub-allocation of goals & targets.
Check if you have a copy of the Goal Sheet for each employee & a record of your periodic counseling of each team member. If you have been doing that, the team performance should have been 'Exceeded expectations'.
Can any body tell me how Bell curve use in the company for Performance appraisal system. in my company appraisal is repeat
each 3-4 month.that not for increment, we are celebrate as R&R(Reward & Recognition)we motivate our Staff,Supervisor, HOD's . So kindly send me format for bell curve.for this celebration. Till date i am using 360 appraisal for HOd's & for staff using HOD's marking in simple format.