From there, the review gets passed up to the chain where they have a committee of higher managers who go through a calibration process. This is where they shake them all up in a hat and then draw them at random to decide who achieved their objectives, who failed their objectives, and who did out-fucking-standing.
I'm serious. If everybody in a department meets their objectives for the year, they will arbitrarily fail some, and lionize others in order to create some semblance of a bell curve. This is supposed to increase employee engagement.
It does. I am very engaged in counting my years, months, days, hours and minutes until I can pull the pin with a full pension.