I’m about to be dropped into the 4th “performance appraisal” system I’ll have worked under during the last 16 years. Based on the 8-hour mandatory training there isn’t much new under the sun. I’m going to tell my boss what I think I did. He’s going to tell me how well I did it. And someone above him is going to agree or disagree with the story we’ve crafted.

I’m sure rolling out a new system is quite a feather in someone’s cap… although just because it’s taken years and tens of millions of dollars to accomplish doesn’t really mean there will be much to show for the effort beyond the implementation team getting “top boxed” on their own next appraisal.

I’m not sure I learned anything new today beyond the fact that we’re, at long last, moving from pen and ink to an online system that captures almost the exact same information. How much I trust such a system to be up and running when I might actually need to use it is another issue entirely. Of course even the best performance appraisal system is only effective at all if anyone bothers to make management decisions based on the results. You can put me firmly in the, “we’ll see” category on that one.

Experience tells me the more likely outcome is that over time evaluations across the board will migrate from the middle of the bell curve, where most belong if only by definition, to a place where everyone’s score is inflated back to the top box, which makes objective evaluation effectively meaningless.

That’s not my egg to suck, though. My egg was purely concerned with meeting the objective of attending the mandatory training and not in any way involved with designing a more perfect system. Color me mission accomplished.