I was unsure where to post this message. It almost should be on the BOL Couch.

I received my "review" yesterday (I use that term very loosely), and I am VERY not happy. My performance was good, all "Meets or exceeds expectations". I'm furious over HOW it was given to me, and I really need some advice from some Human Resources.

First a little background so everyone knows where I'm coming from. I've been with my current bank (Community bank, 2 branches, $200 million in assets) for 3 1/2 years. The first 2 years were while I was in college, so it was only seasonal work. They offered me a job after graduation, and I took it.
I started in Operations in May of 2002. I worked for the rest of the calendar year, got my review (again, high marks), got a raise....everything was good.

Starting in 2003 I was the project manager for our internet banking and website, and the project manager for our host system (changed from being DOS based to Windows based). I was honored in March to be Employee of the Quarter because of these projects. Then in June I was offered a new position - to move into Commercial Loans and be a Credit Analyst. I never got a review (we are supposed to get them every 6 months). No raise. No nothing except greater responsibility.

Now we are up to date. Yesterday I got my review from my boss (SVP in Commercial Loans). First, he left the door to his office open. I've never seen a review handled like that. Second, 5 minutes into my review his phone rings....and he answers it! I thought I would just sit back and wait for him to get off the phone, but he HANDED me my review so I could READ IT MYSELF. Then he gave me a thumbs up (still on the phone), signed his part, had me sign mine, and it was all over. No talking, no talk of a raise, no nothing.
What is that!? He barely talked!!! I feel that this was very unprofessional. I don't feel like I'm getting any respect. They always tell me how I'm a "wonder boy", and all of that stuff. Now I don't feel appreciated at all! Can I really complain about this? And if so, to whom?
I really don't know what to do here. My first thought is just to make up a resume (which I've never had to do before), and leave (although I would try to do so in the most professional way).
Any/All advice is much needed, and appreciated.

I don't have any advice for you but you should be glad that he actually took the time to write the review! In my last two jobs, I was handed the review form (blank) and told to write my own!!! Naturally, I gave myself glowing reviews!!!

I've been there! After a couple of days, when you've cooled down - here's some things to think about:

1. Do you like your current job? Are you getting the feedback you need on a day to day basis? Ask some subtle questions of your coworkers - does everyone else's performance review go like yours did? Maybe the SVP just doesn't get it when it comes to reviews. He obviously doesn't have a problem with your performance or the door would have been closed and he'd have told you. He probably doesn't have a clue that he's offended you.

2. Ask some more questions (subtley of course) of your coworkers. Maybe the loan division gives out raises outside the performance review process. Salaries may be evaluated in a set month every year.

3. With this information - write out some pros and cons. Is the performance review episode enough to make you not want to work there anymore? If so, put together a resume and start looking. If not - remember that learning to deal with supervisors is just part of career advancement!

Good luck! Sounds like you're on a good career path - I hope this episode doesn't push you back.

Ditto Rennicks post.

If you have questions as to whether you are entitled to a compensation adjustment, go see your boss, close the door, and ask. As Lestie points out, there may be a good reason why your SVP didn't discuss it with you. Be honest about your concerns, but be respectful, too. Don't cut off your nose to spite your face.

Lestie's other advice is sound, too. You should always evaluate whether your situation is helping you achieve your goals. If not, and there are no internal avenues to a new position within your bank, prepare to look elsewhere.

Obviously, the boss has no idea what Reviews are for, and instead of an informative dialogue where both side express there points of view, it's a check the boxes take it or leave it.

Without going into how innapropreiate his method was, you should consider catching him when he is not occupied and just saying. I see you had to take a call so I'm wondering when we can get together and finish the review.

See what his response is. It does put him on notice that in your mind it was not completed. If he says its done then you might say something like Gee I never got to ask my questions.

Don't be afraid to say you have a question about the how the bank administers it salery and job classification program. The low, mid point, and high salary range in any position should be no secrete to an employee.

Do not expect them to say in XX time you WILL receive a raise, but you should expect to hear in XX time you will be CONSIDERED for one.

If you do not get a positive reaction you are working for the wrong guy or bank. Be as nice as you can be, and do not show displeasure. Just start looking elsewhere.

You can nicely indicate in your resignation letter how you found employment elsewhere as it appeared the opportunites to advance career and income wise were restrictive.

You've already gotten some very good feedback on your post, so I'll keep it simple. For sake of argument, we'll agree that the SVP's style during the presentment of your review was not the most effective, but that issue aside for a moment (because he just might not be good at reviews); what you're really trying to do is honestly get feedback on your weaknesses (i.e., any areas that might need minor enhancements) as well as strengths. You won't get honest feedback if anyone thinks you'll create a scene -- which could account for why he left the door open. Be realistice with yourself. Let the steam off for a couple of days, then set up a closed-door meeting with the SVP and have in front of you a written bullet-point outline to use as talking points to explain all of the projects/activities you were assigned during your review period; then describe to him your impression of what you see the status of these projects as being (i.e., were they completed on time, were your written and verbal skills effective, were your presentation skills effective, were you a competent and effective project leader when leadership was necessary, etc., etc.). If the SVP is then in agreement with your assessment of your activities, then you can redirect the meeting to then discuss your next six-month period (in other words, the future); agree on your projects and their criticality to your boss (which does he/she think are the most important); then explain that in six months you'd like to be reviewed on your efforts, and make it clear in a prudent, amicable, professional manner that if all of your projects are done effectively and you do not then receive a reasonable raise, then you know it's time to reassess your future development to include resume-updating, job search, etc. Most importantly, be honest with yourself. Often times there is some little thing that we can correct only we just don't know about it. It's like coming back from lunch and having bad breath: nobody tells you; they just talk behind your back and avoid you.

My 2¢: There is no need to be furious. Every supervisor has their own style and although this is not no of the better one's, at least you got a review and may get an increase. I've reached a point that I regularly don't get reviews, just increases. That's fine with me as I already know how I'm doing.

On the other hand, you may want to consider the fact that a larger bank may be better for you as it's "structure" that is often missing in smaller banks with personnel matters the first to get the short shift.

I don't think you have reason to be furious; maybe disappointed, but in a weird way, the fact that your boss took your review so non-chalantly is a good sign - if there were prblems, you can be assured that they would not have. Be confident enough in your work abilities to not let that throw you, and if you don't like working in this department, put your time in and switch when possible.

One thing I might suggest is to ask your HR Department (and maybe play dumb) a question. Pose it like this: "A friend of mine who works for a bank gets a form to fill out after their review which basically asks each staff member to confidentially evaluate the review process - do we have that also?". Our bank employs this - each employee fills out a two page form that evaluates all aspects of their review, including if the supervisor spent enough time...etc.

CubDave:
The point is that the poster may be in an environment without an HR Department or a person assigned HR work with no real HR background. You generally are on your own in a two branch bank and it's generally not the type of environment in which you will find the "structure" that lends itself to two pages of anything.

I agree with you, the experience was not great, but not that bad either. Look at it this way, it will not be a subject of a Dilbert cartoon. It just was not that bad.

This probably does belong in the BOL couch section but I will publically admit I have done a number of reviews just like this in the past 15 years. My reasoning is that no employee deserves to be surprised once a year with a bunch of negatives and slammed with comments of where they need improvement. That should be done throughout the year and when the event needing couching or counselling occurs.

I also complete my reviews in a very informal manner because HR has this super secret matrix that controls what the raise will be based upon the composite numerical average of the individual ratings anyway, so performance reviews are only important when you want to build a case to get rid of someone.

Why don't you go ask where you could improve, what training would help you be a better employee, and what your strengths and weaknesses are. I hope the review gets you the highest merit raise allowed.

I often went years without a review. I liked what I was doing, they liked how I did it and I was satisfied with my compensation.

Some banks, and some bankers, take these more seriously than others. In some cases, you have a desk where you work. When it becomes someone else's desk, you are out of a job. Coaching isn't in everyone's playbook, if you know what I mean. Others, they provide constructive critiques as you go, they have a closed and quiet environment to do the review, they have you do one first, they start off with positive points, etc.

Instead of being furious, I'd say welcome to the real world. My experience, albeit with only a few employers, is that it isn't a perfect world. Personally, only when it was a bad review did I sit across the desk and establish a line of authority. I preferred to sit next to the staffer and have a conversation. And when you have a ton of things that have to be done and you know you won't be home for dinner again, and this is but one of your to-do tasks, perhaps you'll reflect back and when that employee sits across from your desk, you'll close the doors, hold the calls and start off with something good to say.

This should be a good time.

You should definitely talk to the SVP when you have a clear head and can be civil. Jumping to conclusions and going after the guy in attack mode wouldn't do anyone any good.

Think of all of the 100's of thousands of unemployed people, and be thankful you have a job with okay pay and health benefits.

If there is an HR Dept, find out if there are defined compensation ranges for your position.

With (or without) that information, go talk to the SVP. Discuss your goals for the coming year, career progression and options, income potential, etc. Don't jump him for not giving you a raise...it won't change anything.

If you are happy with your options and potential...great. Don't dwell on the non-raise...it will eat at you as long you do and your attitude will suffer (I know this from personal experience).

If you are not satisfied with your career options, prepare a resume and start looking. However, don't leave just because you didn't get a raise this year...it won't be the last time.

To follow up, I used a lot of advice given here. I just switched bosses, so the SVP is no longer my supervisor. I talked with my supervisor, and she said that "that's how he does reviews....don't take it personally....he's just bad at them." The SVP (seperately) offered to take me golfing the other day, and that gave me a chance to bring it up to him. It just was not me that raises weren't discussed, they were not really discussed with anyone. Raises should be out beginning of next year.
Thanks everyone for the advice, this has definitely turned into a learning experience. I didn't know on my part what should be happening....I was basing everything on my review last year where I was taken out to lunch and told how things kind of work.

Thanks to everyone for their help.

Always prepare yourself. Raises and bonuses are often hush hush, they can change from time to time and don't count on them. I recall after years and years of getting Christmas bonuses, one year they just were not there. When management found out that some employees counted on them (since there was an established pattern and practice) they decided that perhaps they should mention that they were all bumped to March. Well that was a surprise. And they emphasized there is never any guarantee of what will happen.

Lesson learned.

Raises are not and should not be synomous with performance reviews. Just because a review is given does not mean an automatic pay increase will follow. Employess should be made aware of this and not spend a year expecting something to happen that won't. It takes so few minutes to mention this, and failure to do so starts the erossion of employee loyality and dedication when they are dissapointedly left in the dark, when nothing happens as they thought it would.

In a well managed institution employees should expect a time will be set aside on some proiodic basis to sit privately with a supervisor or manager and have a formal open and honest dialog about their performance. Its a time for the employee and manager to discuss what they like and dislike. Its a time for the employee to express their career goals, and for management to provide an idea of what its going to take to achieve those goals. Its a time when the employee gets an understanding of the job classification they have, the pay scale for that position and where they are on that scale. and WHEN the normal time periods expected between increases. Its a time to affirm the employees value to the company and develope a HEALTHY employee/employeer relationship.

Its amazing how much heart, soul talent and skill employees are willing to give, and because of poor management skills most bosses never receive it.

Money does not create or maintain job satisfaction. The job satisfaction an employee receives from getting a raise last 10 days. After that it wears off and they are ready for the next one.

If you ask a person whats the best job they ever had, you won't hear it was about the money. What you do get is, there was a strong feeling of being a part of something, where they worked the hardest, and the longest hours, probably made less money than they could elsewhere, bosses were fair, and more importantly they felt their contribution to the job was appreciated and USED.

What's a performance review? I've been here 3 years and never had one...I get daily feedback, but nothing for my personnel file.

Funny I should see this post today. This is my last day, until I get back from Florida in April, and I was due for a performance evaluation for this year. I know from the comments of the boss and directors that they are pleased with my work, so it is not a concern of mine.

So, I went with a co-worker to a local bar for lunch, ran into the boss, and got my performance review right there! In the bar! Ha! It was short, but good, basically, "keep up the good work".

Maybe my situation is unique, but I have an on going dialogue with the boss, directors and co-workers, and I let them know and they let me know when our work is appreciated, or when it needs some "tweaking". And if there is any misunderstanding, we discuss it face to face, not make assumptions or conjectures. It makes for a better work environment.

Progress!! I thought I should update everyone on how the situation has become much better!

Yesterday my old boss, and my new boss, had a meeting with me. It was behind closed doors, and they said that they had a new review for me. They said that the "transition from moving between bosses, and my first review, did not go "as warmly as it should have." I was given new goals, and shown how I've done in the past six months and where I can improve. My goals were also changed to have quarterly "deadlines", in which I will have a performance review. It was much better than the last review, I was told how I am seen to upper management, and the communication between all of us was much better.

Thank everyone for their help. It was really rewarding to have gone through a something somewhat disappointing, only to be able to work it out.

Thanks for sharing your experience, and I'm glad things have worked out. You're a double winner - your job situation is feeling more positive and you've learned something!