- Reaction score
- 6,516
- Points
- 1,040
Yeah, it's a good opportunity, but we still need to give people honest assessments based on their actual performance. That's still pretty subjective regardless of where you go, but a lot of people in the Navy are doing jobs above their rank, doing second/3rd line work on gear to keep it running, and generally managing to work daily miracles to keep the ships at sea.My thought was this would be a good opportunity to break free of the current "everybody is a rockstar, so I don't have to deal with a grievance" system we currently have. I've seen the PERs some people get, then looked at their work and wondered if their boss had ever heard of the word picture book.
If a member is working above their rank/position, they can put in the notes to cover it, down to the specific days they were in those rolls. Rather than the old system of fill in a brag sheet, and hope your boss actually reads/uses it. I have added about twice as many notes to my my name as my bosses have...
100% agreed on the whole "shipmate" thing, and the fact that MM has about the worst UI I have encountered in at least a decade.
If everyone working their ass off is normalized to the same scale as everyone doing the bare minimum by forcing scores to 'average' it's counterproductive, and if a trade is sitting at 60%, with ranks above it with a lot of vacancies, AWSE or otherwise lacking quals/experience, that's also a complete failure to understand context.
If I'm going to have to work above my rank, and get kicked for having a hard time for figuring things out as I go, why wouldn't I just want to work at rank and do things I know how to do well? We suck at rewarding people with AWSE pay, so that's really the only way to reward people doing new tasks 'at risk'. Similarly someone could be terrible at next rank tasks, but still be 'average' if they are capable of doing something in their current rank, so the 10k foot oversight and interference irks me. And with a lot of CoCs similarly overworked, kicking them for not using the awful UI to do individual FN points and then punishing the subordinates by knocking down their assessments as 'not justified' is also BS.
Just feel like very few people are 'set up for success' and have the time to put in the admin required for PARs while still actually meeting CAF operational demands, and the actual PACE pilot program, feedback and rollout has sucked. I don't want to get promoted so don't care for myself, but feel bad for anyone who does and deserves it as I suspect the scoring this year will be a total crapshoot based on your supervisor and unit approach, as that seems to vary massively, with no one having an idea on how to set up some QC like PERMON to at least make sure the scoring was internally consistent. Suspect there will be people inflating scoring, others deflating scoring (to force things to 'average) and others trying to score accurately, but the criteria are so nebulous in some cases it's difficult.