Editing Vitality curve (section)

===IBM===
[[IBM]] has used a vitality curve program called Personal Business Commitments (PBC) since before 2006. For IBM, the main thrust of the strategy is to reduce workforce and shift personnel to lower-cost geographies by using a pseudo-objective rationale. The PBC process starts with a corporate distribution target, which is applied at the lowest levels of the hierarchy and then iteratively applied through the higher levels.  The process involves meetings where managers compete for a limited number of favorable rankings for their employees. An employee's rating is thus dependent not only on the manager's opinion but also on the ability of the manager at "selling" and how much influence the 1st line manager has on the second-line manager (for example, if the first-line manager is rated highly, that manager's employees are more likely to be ranked highly).<ref>{{cite web|url=http://www.endicottalliance.org|archive-url=https://web.archive.org/web/20000816012112/http://www.endicottalliance.org/|url-status=usurped|archive-date=August 16, 2000|title=Endicott Alliance}}</ref><ref>{{cite web|url=http://archive.unitetheunion.org/pdf/%28JN3144%29%20Performance%20Management%20Briefing.pdf|title=Forced Ranking in Performance Management|publisher=Unite|access-date=2013-11-10|archive-url=https://web.archive.org/web/20131110193533/http://archive.unitetheunion.org/pdf/%28JN3144%29%20Performance%20Management%20Briefing.pdf|archive-date=2013-11-10|url-status=dead}}</ref><ref>{{cite web|url=http://endicottalliance.org/jrm2006hrwebcast_030206.pdf|title=IBM Human Resources Webcast, March 2006|access-date=2013-11-10|archive-url=https://web.archive.org/web/20131110195915/http://endicottalliance.org/jrm2006hrwebcast_030206.pdf|archive-date=2013-11-10|url-status=usurped}}</ref>