At my workplace, I have several co-workers who, along with myself, are managed by two team leads (we'll call them John and Pat). Above them is our overall manager (we'll call him Rob).
I've repeatedly had issues with the management from John and Pat and have repeatedly met with Rob to explain my frustrations with John and Pat. However, Rob's responses always play down or ignore John's and Pat's deficiencies and ultimately nothing changes.
I'm trying to be creative about how I communicate my issues to Rob. Since a qualitative approach hasn't worked (e.g., "John provided little oversight on this project and when he did his communication was confusing and contradictory"), I want to try a quantitative approach.
I've devised a set of quantitative features such as "social awareness" or "technical skill" and I've ranked everyone on my team on a scale of 1 to 100, on these features, including John, Pat, and myself. I feel I've been very honest in my rankings.
I plan to present this to Rob as a more quantitative way to express my point that John and Pat are unfit for their positions and that Rob needs to respond more seriously to their deficiencies.
Is this unprofessional? Is it a good idea?
EDIT: Thanks everyone for your responses. To qualify, the objective of this exercise is to illuminate areas where growth is required. I understand how it can be perceived as 'throwing someone under the bus', but I play a pivotal role in this team where my performance (and those who rely on me) are hindered daily by John and Pat's weaknesses. The wall I cannot seem to break through is favoritism and personal friendship that may be clouding Rob's judgement. All qualitative expressions are dismissed as one-offs or some promise to encourage John or Pat to improve. Ultimately the responsibility of productivity rests with Rob, but I feel that I have to do, and communicate, all that I can to underscore the profundity of these issues.