We’re both promotions and salary treatment automated this year? Supervisor said they had no hand in determining either of these this year. Would really appreciate any information on how exactly these were implemented.
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The plan is to automate promotions and raises so that we need less Department Heads. If Artificial Intelligence (AI) can replace a Department Heads Career Development activity, we can reduce our Department Heads by at least 50% since they do no technical work.
The 2022 plan is to continue to reduce overhead expenses by $3 billion.
Who are the decision makers in a CL27 to CL28 increase?
I was one that got a 15% increase. OwD. I’m still 1-2 CLs and $20-30k behind people in similar positions, let alone in other industries/companies. To be it just highlighted how much I’ve been getting shafted the last 10+ years and I’m still working an exit in ‘22.
Actually I do not see why we need clueless 1st or 2nd level supervisors to be involved on a process that is based on straightforward rules - years since last promotion and ranking.
We have way too many people doing nothing valuable
Salary treatments were fully automated and advancement guides (AGs) are no longer being shared, which means we have no idea how close someone is to promotion, which were themselves automated (YEE, performance driven). All exceptions are reviewed by HR - but I know of none that were approved. We have now reached the point where managers are no longer needed to manage salary treatment and promotion - they are of no use, which maybe the whole point.
@2ttl+1euqB8bV in the case of Canada the sheer number of people including some really good talent that were either involuntarily separated or left afterwards probably led to some extra room to give people better increases
Kzi here. The situation in US was exactly as described in the post for Canada. Don’t believe your DHs. About 15-20% got 10-12% increase that comes with promotions. Of course DHs cannot (and if you ask me should not) approve these things.
There are rules for these promotions for low CL and above 28 need higher approvals anyway.
And yes, I know very well what Raymond did. This was about control.
@2ttl+1euqB8bV I interpret quite a few of those similar actions happened in Europe this year too.
The story is much different in Canada where many saw generous CL bumps for a 5% promotional increase combined with a merit increase. In some cases employees saw a 15% increase. So, promotions and merit increases galore. The incompetant Managers/supervisors are dangling the proverbial carrot in front of donkeys to stem the flow of young professionals departing in droves. In fact, Controllers have brought back several recent retirees at exorbitant rates to help the managers get through year end. Incompetance and corruption abounds....
This is how Lee Raymond as CEO controlled costs. Even minor petty cash "new" projects had to be approved by Lee Raymond in Dallas. Lee's message to management was, "Do not seek approval unless we expect and see a return on investment above industrial averages."
For a decade, Lee Raymond created an entire culture from Presidents, Vice Presidents, Directors and Department Heads which basically believed, "It is easier to just say no to a CAPEX or OPEX increase than go to the Dallas leadership team for approval."
@2kzi+1euqB8bV
Definitely big changes this year. Advancement guides disappeared, everything came out of the new system (very few promotions). Gossip was that, even with VP level approval, requests were recycled multiple times with HR/Dallas and not all came through. DHs had to request everything as exception, even the once automatic promotions for young engineers. When a VP has to endorse a promotion from cl 21 to 22 and it still goes to Dallas to approve, you can tell command and control is going at full blast.
I don’t know where you are getting this BS. Fact is that about 15-20% got promotions - half of them were simply due last year.
Also above a CL, promotions ALWAYS required higher approvals anyway (nothing to do with the specifics of this year).
It is completely bogus that BK approved a promotion and was declined by HR. Does not happen unless it was his own! Don’t believe everything you hear!
@1lxu+1euqB8bV I’m in EMIT also and know of more than one specific case where all of the above happened, even BK endorsed the promo, and it was STILL declined somehow by HR.
In some orgs, for US employees only, you had to have an L2 manager willing to specifically stick up for you. That realistically meant an L3 and depending on your level an L4 manager had to stand up and say that without you getting a raise and promo, there would be serious consequences. And no L3 or L4 manager wants to ever admit that as it looks bad on them. Also that’s highly unlikely to be the case that you alone are THAT critical. So very few people got it, unless it came with a promo to a role that required a higher CL. Again for the US only and not for every org. But a few of the EMIT ones operated this way.
If you call outside consultants 'automation' - then the answer is Yes.
The new CFO is expert in Consultant-Whispering. BTW.
Every (decent) supervisor I know (yes a very short list) tried to make up for the lack of raises and promotions that were imposed by the corporation last year+. Unfortunately, most requests for exceptions were denied because if they had approved them all, they would have exceeded the SWB increase target for the plan. Can someone say “morale boosting?”
Yes they were automated, promotions could (and sometimes did) get denied by HR after being approved by local management
Salary was automated. For promotions, supervisor could make a recommendation if certain boxes were checked but even then it went somewhere else for final approval.