This week I just got my annual ratings and raise. My rating was “3” (1=best, 5 =worst) and was awarded a 1.2 % pay raise. (Woo-hoo! …sarcasm off…)

My question is: What are other Fresenius Techs looking at rating/raise-wise?

My background ~~ I have 21 years electronics experience in the US Air Force and have an Associate’s degree in electronics. I have been with Fresenius for 3 years and have passed the A, B, and C tests. I have been to Level I and Level II schools. I have attended individual training with Jim Mauro in Wash DC on water systems and associated equipment. I attended a class by Terry McClure from Marcor. I am a Mechanical Tech II.

My last 2 annual ratings have been a mix of “3”s and “2”s with an overall “2”. This year we have a new Program Manager after having been realigned two months ago to a new business unit. His thought is that everybody who works for him is a “3” (average) or a “4” (below average). Almost nobody is a “2” and nobody is ever a “1”. Now, I can see that nobody would get an overall “1”, but he has only been our Program Manager for 2 months and I have seen him maybe 4 times. He doesn’t know me or anything about me. It is just part of his philosophy that everybody is average or below, regardless of reality.

Raises in the past have been higher than what was given this year, mainly I figure being a reflection of my lower rating. Could it be that he rates everybody average or below average so he can save money by giving everybody low raises? I realize I should thank the Good God that I have a job at all, and I do, but …

How will this affect me in the future if I apply for a Technical Supervisor position? I mean I was a strong performer for 2 years (ratings of above average) and then I became merely an average performer? I wrote a note on the rating sheet before signing stating something like “I feel that the lower ratings this year were reflective of the change in ratings philosophy from the new Program Manger and not reflective of any lessening of my dedication or skills”.

You seem to be on a different rating system than the MT's in my area. The rating system is up to 1000 points max. Seems like you may be on a supervisor rating system.
Did you talk and ask questions during your eval? You may find that there is a companywide lower increase this year than last year by 1%.

Salary caps and limits on % increases are inevitable and almost understandable in the current economic climate, but caps and % increases are not the same as a performance evaluation. If a good performance was once worth 5% and is now 3%, that's the economy (allegedly), but a past performance rating of "good" and a current rating of "less than good" is a perception change. I think Curmudgeon needs to have a "face to face" chat with the new manager and have him/her give a detailed description of what in the performance changed. I have a sneaking suspicion that the manager has new "goals" to acheive and Curnudgeon is "helping" achieve those goals.

Curmedgeon do you have a contact number for the individual training with Jim Mauro. Thanks

Interesting to see how things are done elsewhere when it comes to performance evaluation and pay increases. I am in a union and a new contract is negotiated every 3 years or so. We have averaged 1.5-2.0% annual increase over the last 7 years. Sadly the increase is not based on job performance.

The % pay increase has dropped from last year. We can assume it is due to the economy. How many MTII's are in your divison? Does Fresenius have technical supervisors out there or do you guys just have money smart program managers? It is hard to complain about getting more money from your employer in times like these but I can see your point about the blanket average ratings

How can you blame the economy in the field that we are in? Has the economy taken away patients? Has patients insurance paid less or medicare paid less due to the economy? Has your clinic ordered less supplies due to the economy? It's a smoke screen to save money.

His name isn't Lou Laconca by chance is it? That was his philosophy to a "T". I really think thay the lower the pay raises they give out through the year, the more of a bonus they get at the end of that year. Actually he was a TOM, but that sounds just like him.

Hey GATech, I have heard his name before. Is he still with FMC?

Boy Curmudgeon, you sure do kick up a fuss.

Yep, he's still there. He's with the Knoxville group, but has clinics all the way down to Atlanta. No doubt, a company man through and through.

I am understanding that FMC changed their organization to sure up thier buisness end and took nurses out of real management posistions and put them back into a CM role. I believe they did this because in a year or two the reimbursement rates will all be the same from insurance company's to the governments rates and that they will be based on quaility. We are all getting up to 2 percent at the max as well but they say it is because of the economy. Let me ask you do you think that when the economy goes back up the raises will go back up I don't think so. I was also told the managers were giving a set amount of money for the year for raises and were told to spend it wisely. Remember we work for a profit company and we are all just numbers to them the least your manager could have did was give you a good evaluation and then give you crappy raise with a honest explanation of how bad the organization is. But atleast we have job.

Hey tech,

Do you think the only expenses the company has are patient related?? How about fuel, utilities, leases, wages, office supplies, repairs, transportation, etc., just to name a few. I could go on and on. We may have the same or more patients and for right now Medicare may be paying the same but the economy affects allot more then what you stated! Think about it!!

quote:

Originally posted by Tech:
How can you blame the economy in the field that we are in? Has the economy taken away patients? Has patients insurance paid less or medicare paid less due to the economy? Has your clinic ordered less supplies due to the economy? It's a smoke screen to save money.

Products used for treatments are costing more?

I got a tech supervisor position and I didn't have HALF the experience you have...For the most part, its not what you know at FMC, its who you know. Sad, but so very true. Get in with the clinical bosses tight, and you'll move up fast without the need for a tech side boss to push ya. The clinical side usually makes the final call on who they want where.