> The alternative is a fundamentally different IC performance review process (and interview process) above a certain level, and HR and others are unwilling to take that step for obvious reasons.
Having different review processes adapted to different job roles that exist at different levels is the easiest thing to defend. Heck, given disparate impact considerations and the fact most systems will have incidental unequal impacts, failing to do so could have you fall out of the business necessity criteria into unlawful discrimination at the levels the process isn't adapted to.
Are the “obvious reasons” that, despite the practical and legal benefits, someone would have to expend effort designing the appropriate system?
Having different review processes adapted to different job roles that exist at different levels is the easiest thing to defend. Heck, given disparate impact considerations and the fact most systems will have incidental unequal impacts, failing to do so could have you fall out of the business necessity criteria into unlawful discrimination at the levels the process isn't adapted to.
Are the “obvious reasons” that, despite the practical and legal benefits, someone would have to expend effort designing the appropriate system?