I may have missed some of the thread, but to me a critical bit seems to have
been omitted.
The received wisdom is that people INTERNALLY are harder on themselves than
a boss would be - certainly that's been true for me in my career to date.
However, when the context changes to one of a rating used for performance
assessment and/or pay input, the whole game changes, and the individual with
any sense will go into sales mode to push the rating up.
This for me argues strongly for the total separation of the organisational
assessment for pay review purposes from the analysis of development needs
for ongoing development planning.
Regards to all,
Geoff Atkinson
MLI Ltd., UK - Developing Human Capital
www.mliltd.com