Hi All, I work with one of the Top 5 IT Companies in Chennai. Last year, I shifted to a new role within the same organization / BU. I shifted so that I can stay within the same hierarchy that I have been with for the past 5 years. My last appraisal which was closed in November or so, rated me as the lowest performer within a team of 8 with a rating of 32 out of 40 total points. There was an rejig at the top level ( which is why I shifted ) and the new folks didn't know me that well. My then boss, also moved to the same org and has been trying to resolve this rating issue. The present team in my old role were mostly trained by me and I know for a fact that apart from one other person the rest of the 6 can't be rated over me in bell curve. The other guy who could be rated higher left the company before the appraisal closed. I should have been rated as the Top performer and given a promotion, which I wasn't. I have been working with my previous manager to get this resolved and she put the blame on the new management in that team. After 5 months, they have increased my rating to one level up. However, there's no change in salary or bonus payout yet.
On this note, I am planning to ask for the rating data of my other teammates so that I can compare and see who has scored more than 32 on the appraisal. Is this something they can share ? Given that they have used that rating to score me so low. I need them to justify why I was rated so poorly and when they say Bell curve, isn't it within my rights to know how they have scored me ? Kindly let me know your thoughts. Sorry about the long post.
On this note, I am planning to ask for the rating data of my other teammates so that I can compare and see who has scored more than 32 on the appraisal. Is this something they can share ? Given that they have used that rating to score me so low. I need them to justify why I was rated so poorly and when they say Bell curve, isn't it within my rights to know how they have scored me ? Kindly let me know your thoughts. Sorry about the long post.