Although I'll agree that there are exceptions out there. I think of the QPR fitting into a bell curve like the time study guidelines. It's right roughly 95% of the time for 95% of the routes etc. Does it work for every mgmt group? No.. you could have one group where everyone is a stellar employee, and another group where everyone is not a good employee. But I think for the majority, each group does represent a bell curve or something similar to one. The bigger the group the more accurate the bell curve idea is. if you are talking about one ctr with 4 FT supvs then that's a little tough to say one is real good, two are avg, and one is below. But if you take it to a div mgr pkg group with closer to 30 FT supvs then that is a bit more fair. When I had people working for me and I was in charge of their raises (non mgmt hourlies - this was about 6 years ago). I gave raises based on an allotment my mgr gave me. I was given x dollars\hr for raises and I divied it up. (I had to take into acct midpoints etc). But a lot was I gave very little to my poor performers and a decent amount to my good performers. So it's not something totally new. But not all mgmt people did it before. Now it's practically forced on our bosses. Some did a good job and gave our raises based on our job skills, our merit, our success aka our qpr scores. Others were pretty much 2.5% across the board. Since I try hard, study and keep my knowledge base ahead of others. I was in the high performace group and got a 3.5% raise. Not huge.. but compared to today's standards it was a very good raise. I didn't ask others in my dept. But knowing I got 3.5, I knew others had to get less. So the folks who said I know for a fact they didn't give raises based on the qpr scales and we all got 2.5%, that was due to your mgmt team and I think they did a poor job based on your statements.
