re: How do you handle paternity leave in performance rankings

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Correct. And we've been doing the opposite for decades, then wonder why birth rates are where they are in the middle and upper-middle class

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There are a dozen ways we could change direction on this - but moving to a more European style family leave policy would accomplish two things - it would help encourage more of America's productive citizens to have children (and earlier in life) and help keep productive members of society in the workforce.

IIRC, Trump's daughter tried to push this policy change back in 2018/2019 or so, but it didn't go anywhere because congress was more focused on impeaching her dad.

This needs to bubble back up to the surface. More paid family leave is needed in this country. We are encouraging the least productive members of society to reproduce and wonder why our culture and our society keep declining.

This thread is revealing and troublesome

a. there is an impact on the moral and productivity on the co-workers that folks do not want to discuss. that is not management.

b. Too little regard for impacting profitability of the corporation. that is socialism

The one thing I learned from LSU rotc in 1967 was that typical effective org design based on centuries of experience was one leader for every 11-12 personnel. Squad, platoon, company, battalion etc were built up on that general approach. So each leader would have 11-12 people to force rank.
Ranking percentages I used were 10% 1 performers, 20 % 2 performers 65%3 performers, and 5 % that need improvement. In that grouping there are only 3 positions that are paid above average. When one of the three is out of pocket for three months, who picks up the load and gets recognized? Who picks up the load and doesn't get recognized? Point is, the direct supervisor is boxed in by policy and the need to keep the 12 person team motivated.
lastly, in a rating/ranking system all individuals should start out average and your sup/employee metrics drive performance accomplishment up and down the scale

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Work isnt the reason birth rates are going down so please spare us.

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Both parents have to work because having children is practically unaffordable for a middle class lifestyle otherwise. Not work itself. Inflation, stagnant wages, and yes, boomer "arse in seats" work culture all contribute to varying degrees. Toss in the absolute failure of public schools as well. Private school is expensive, and basically mandatory for a lot of people.

you a very smart guy

where you gonna get the credit from? you only get dealt 11 cards.

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Real issue for metric driven organizations. Your 1 rated performer has a child and takes off for 3 months of the yearly evaluation period . Zero work out put for that three months. Do you drop they/them to average, giving a coworker who was in place the entire time a shot at the 1 rating. A coworker that probably had to pick up the slack.

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Be very carful with this as it could be construed as retaliation for a person using a company provided benefit. If you really want HR up your arse, try and tell an employee that they are being dinged for using vacation time or other provided benefits. Do you want to ding them for contributing to their 401k as well? After all, a match costs a "metric driven organization" money.

Besides, if they are one of your top performers, do you really want to rehire, retrain and replace them when they inevitably walk on you for shitting on them because they used a benefit?

If have an issue with the policy, take it up with the leadership in your organization that crafted the policy.

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Do you drop they/them to average, giving a coworker who was in place the entire time a shot at the 1 rating.

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If you do you sure as shite better not put the reason why in writing.

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Do you drop they/them to average, giving a coworker who was in place the entire time a shot at the 1 rating.


If you do you sure as shite better not put the reason why in writing.

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If they are this much of a dipshit, I would highly encourage them to put it in writing.

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This thread is revealing and troublesome

a. there is an impact on the moral and productivity on the co-workers that folks do not want to discuss. that is not management.

b. Too little regard for impacting profitability of the corporation. that is socialism

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Virtually every bit of research that is out there shows if you have good family policies at a company (such as paternity leave) that your employees tend to be better producers because you're not treating them like shite.

In the long term, the company benefits from having good benefits and policies that support workers.

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The one thing I learned from LSU rotc in 1967 was that typical effective org design based on centuries of experience was one leader for every 11-12 personnel. Squad, platoon, company, battalion etc were built up on that general approach. So each leader would have 11-12 people to force rank.
Ranking percentages I used were 10% 1 performers, 20 % 2 performers 65%3 performers, and 5 % that need improvement. In that grouping there are only 3 positions that are paid above average. When one of the three is out of pocket for three months, who picks up the load and gets recognized? Who picks up the load and doesn't get recognized? Point is, the direct supervisor is boxed in by policy and the need to keep the 12 person team motivated.
lastly, in a rating/ranking system all individuals should start out average and your sup/employee metrics drive performance accomplishment up and down the scale

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Welcome to being an adult working an adult job. People have to pick up coworkers slack sometimes. That's what happens in the real world.

Downrating someone for taking leave per company policy could be considered retaliation.