candidates who had received a poor performance rating were likely to overcome the poor rating if they found a new team. In fact, they were just as likely to receive a satisfactory or exemplary performance rating as candidates who had never received a poor rating. In short, performance ratings are indicative only of how a person is performing in their given role at the time they are being evaluated.
Another unsaid thing behind this: a poor rating might not be just because of role at the time, but manager at the time.
I see a lot written about the imprtance of good managers. But what I don't see very often is how to deal with bad mangers. And in practice, I can't remember a bad manager ever being dealt with...
