IT Employment
by james r linn
And I hate to say why.
Many senior managers(not my current ones) do support written reveiews, except when they have to write them. You can speculate why.
Check with your HR department as to whether a written review is mandatory. At my current employer, they hound you if you have employees and haven't handed in signed off reviews.
James
by road-dog
If some documentation of your deliverables is what you need, Try to recap your review via email with the CIO. This does away with the "laziness factor". Hopefully, this will provide some degree of protection should there be any questions later.
In order to sound more helpful than paranoid, you might want to ask for some clarification / suggestions on some of the issues discussed. This way, you have demonstrated true intent to support goals and have exercised due diligence toward proper and accurate communication.
Good Luck!
by madmark
by john tieso
Some companies are quite comfortable with informal reviews for those who are doing acceptable to well. A few have developed checklists for future training or other type opportunities, but generally don't get into more complex evaluations. These types of firms generally have a policy on how increases, bonues and other awards are given that is fairly direct so that there is no dissention.
Other environments are different, the need for formal, written evaluations is greater, particulrly when there is no fixed policy, such as that above.
I have worked in both worlds and, frankly, find the verbal discussion a better situation. it leads to more frank discussion, without the feeling that someone is listening over your shoulder. Of course, it also have to mean that the senior executive condicting the evaluation discussions will actually fill out the checklist so that your future is protected.
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