> Damore received the highest possible rating twice, including in his most recent performance review, and consistently received high performance
How are these ratings done, by the team/manager or externally? IME when it's done by the same team then reviews are more about politics than performance.
when Damore speaks out against politics affecting hiring and promotion, he is wrong
I'm fascinated how one can reconcile both beliefs
So I'd still like to see his code. And talk with some of his coworkers.
Also, sweeping assertions like "had no reason" assume facts not in evidence. We mainly don't know what happened at Google. Or why he didn't complete his PhD. We have only heard his side of the story, and only part of that.
> We mainly don't know what happened at Google.
We don't, beyond public evidence (including one in the lawsuit and outside). But that evidence we do have, and it does not align with your presumption that Damore was poor performer, unless you accept a completely invented premise that all his peers in Google somehow colluded to fake his reviews and performance evaluations, but he was still unhappy and decided to push the diversity angle to achieve... I don't know what, getting fired from a job where everybody, according to you, were going out of the way to make him happy? I don't think this is a workable hypothesis, and certainly not one that bears minimal skeptical scrutiny.
You can't be called "skeptical" if you only mistrust evidence which does not fit your preconception, but accept and even invent one that fits one. That's not skepticism, that's agenda.
> all his peers in Google somehow colluded to fake his reviews and performance evaluations.
Oh, do you have copies of those? I would like to see them, too thanks. Otherwise, you don't have much in the way of evidence that those exist. You have a proven liar about performance making claims about performance. He could be correct in this case, or he could be lying again.
> all his peers in Google somehow colluded to fake his reviews
Have you ever been part of a performance review process? Even the best-designed ones are imperfect and political. Sometimes not-very-good people get promoted. Sometimes very good people don't. I have heard a number of stories from Google pals of people energetically trying to manipulate the process.
When it's my job to read performance reviews and promotion packets, I take them with a grain of salt. I look at work output and actually talk with people. Which is all I'm saying I'd like to do here. Maybe Damore really is competent. Maybe he isn't. I'd like to see for myself.
"23. Damore was diligent and loyal, and received substantial praise for the quality of his work. Damore received the highest possible rating twice, including in his most recent performance review, and consistently received high performance ratings, placing him in the top few percentile of Google employees. Throughout the course of his employment with Google, Damore received approximately eight performance bonuses, the most recent of which was approximately 20% of his annual salary. Damore also received stock bonuses from the Google amounting to approximately $150,000 per year.
24. Damore was never disciplined or suspended during his entire tenure at Google.
25. Based on Damore’s excellent work, Damore was promoted to Senior Software Engineer in or around January 2017—just eight months before his unlawful termination by Google."