Employee Rank and Yank Curve

AKA: Forced Ranking, Vitality Curve. Forced Distribution, Quota-based Differentiation.
See: Employee Performance Management, Pareto Principle, Stack Ranking.

References

(Wikipedia, 2016) ⇒ https://en.wikipedia.org/wiki/Vitality_curve Retrieved:2016-7-14.
- A vitality curve is a leadership construct whereby a workforce is graded in accordance with the individual productivity of its members. It is also known as forced ranking, forced distribution, rank and yank, quota-based differentiation, and stack ranking.
  The often cited "80-20 rule" — also known as the “Pareto principle” or the "Law of the Vital Few" — whereby 80% of crimes are committed by 20% of criminals, or 80% of useful research results are produced by 20% of the academics, is an example of such forced rankings. In some cases such "80-20" tendencies do emerge, and a Pareto distribution curve is a fuller representation.
  According to a 2013 survey by WorldatWork, the method is used by about 12% of US corporations. ^[1] According to The Corporate Executive Board Company, it is used by 29% of companies. ^[2] ^[3] According to Dick Grote, a consultant who specializes on the topic, 60% of the Fortune 500 companies used some form of ranking in 2012. ^[4] According to a statement by CEB Inc., quoted by Washington Post of July 2015, 6% of Fortune 500 companies have stopped using rankings.