Bell Curve Rating - Engineer bei Jacobs: Mitarbeiterbewertung

For my region, the end-of-year review process is not good. First of all, it is based on a bell curve. Not everyone can get the best rating, even if everyone does a great job. It makes it seem like we are competing against our coworkers instead of acting like a team. Second, you are expected to work at the next level of your career path with all those responsibilities and additional work without the actual promotion or pay increase. It should be the other way around - you get the promotion and pay increase then the added responsibilities, but Jacobs does it backwards. It’s called a quiet promotion- you’re given more responsibility without the pay increase until it’s time for your review, and if you’re lucky, they’ll recognize you for the additional work and actually promote you.