I was sitting in an assessment session for lower CLs earlier today, and was advised by HR that we were not meeting expectations concerning BTC distribution.
So, we elevated a number of BTC underperforming employees, and artificially placed them above more deserving employees.
It is one giant rigged game at this point…
So many Business Practices violations in the ranking system described on this forum.
Ethics are a top priority in all parts of our business except ranking.
Seems that ranking is so important that ethics and transparency would be the highest in this core activity. The opposite prevails.
I knew a Supervisor that was told by a female department manager that he must put talk up a female engineer and make sure she moved up in the meeting.
The Supervisor talked up the two male engineers and talked down the female engineer because that was based on actual performance.
The female department manager was furious. In the higher CL rank session, she dropped that Supervisor. Honesty and being truthful in ranking sessions can harm your career, if you are told to lie and you tell the truth.
The Business Practices training needs to explain that ranking does not follow ethics rules.
Ranking is the only EM process where ethics violations are not only expected, but are demanded.
Moving a person on a performance rank list for reasons other than performance is unethical.
Moving a person on a performance ranking list because of their race is illegal.
Moving a person on a performance rank list because of their gender is illegal.
Moving person en mass to the bottom of the rank list because they are over 55 is illegal.
All of the above are standard procedures in EM.
My advice is that if your are younger than 40-45 look for another job while you have the time and luxury. The worst is trying to find a job after you’ve been sack. The money and pension (golden handcuffs) aren't worth it and there really are better jobs out there.
OP: is it based on nationality or based on ranking pool? Like people the ranking pool are all set so if many people in a particular ranking pool justso happen to be not very good, then the lucky mediocre people in that pool will rise to the top just because we need to get overall pool rgp close to 50+-.
A group of EM managers instructed to give false performance rankings to persons based on their national origin and every EM manager in the room complied with this unethical and illegal command without exiting the room or reporting the illegal, unethical, actions.
This is not what I would expect after the Ethics training that we are all required to complete online.
OP thanks for your input and allowing us to see exactly what’s going on behind the curtain. I think this also strengthens the case that this company has yes women and men in management though that are too scared to do what’s right. The fact that no one questioned this is very alarming
Don’t mistake the HR RG system to be something that benefits employees, or is fair. HR exists to protect the Company from law suits. Once you realize everything they do is only to protect the company from lawsuits, then it all starts to make sense.
Anyone at HC who thinks that correcting work done at BTC is somehow deserving of a higher RG than the person who did the work in the first place, then they have not yet embraced the fact that high value centers in general are designed to remove work load from high cost areas to allow the high cost areas to become more productive with new opportunities. Management and Technical mid and senior level people however are typically better at filling days with fluff than finding new ways to improve.
What HR does with balancing minorities and women and others in ranking, is only necessary because management cant do it themselves. I have definitely seen a heck of a lot of real discrimination in my years. It’s not just numbers, it is a real thing and it really does happen. Is HR legal solution the best, definitely no. But it keeps the VPs out of jail.
Yes. So what are you crying about. GTFO. You are just a whiny puppy. Boo hoo - go out and get a job and then you would have to work for living. Rather than managing contractors and managing MSP and BTc engineers. When was last time you did any real work?
This post and the responses sure helped me understand how a very toxic supervisor that causes employees to leave,has been to HR many times and even been caught by HR in multiple lies remains at a site in a management capacity. This is horrible keeping her in her position but if she’s given additional points for being a female then additional points because she wasn’t born here that would explain it.
This company is struggling in so many ways and it’s sad because at one point in my career I was proud to work here but not any longer.
GE style ranking with top reserved for HiPos, over 50 shoved to the bottom, and HR imposed racial, s-x, and national origin target distributions and firing the bottom 5% all add up to horrific working environment.
The GE style stacked ranking system is outdated and backwards. It pits employees against each other. Therefore there is no collaboration to make the work environment or business results better. Case in point is the discussion here.
The ranking system has always been rigged. Hopefully this is not new news. Wait till you get near retirement eligible. You go from good employee to NSI. The only difference is instead of just being ranked low and continue a low pay, you get booted. ExxonMobil has the ethics of the Mexican Cartel. Only difference is Exxon sells oil and the cartel dr-gs.
When your direct report that everyone agreed was your worst performer gets placed at the bottom of the list then when RG numbers published that lowest ranked performer is 24 RG points higher than your best performer, you know for a fact that the system is rigged.
@1drv+1sDm8khj I have also been in a meeting that we thought was open and fair. Everyone walked out of the meeting happy with our final ranking order.
Because I had so many reports ranked, and because I had complete agreement with everyone in the room for the final order of all my people, I was shocked when the absolute bottom person final RG was issued online and was extremely higher than the two reports that were placed higher in the rank session.
I took this obvious error to HR and was told that HR makes adjustments after the meeting if the distribution or certain groups do not meet target.
I was told that this person had to be given 25 RG points to make up for the transfer of the top minorities in that rank group transferring to other affiliates so the distribution of all those in that minority had to move upward to achieve the target distribution.
Do Not ever think that the order in which you ranked people in the ranking session is final until you receive their RG numbers for communication. HR admitted that they move people after the rank sessions.
I guarantee you that the final RG numbers of BTC persons is within target distribution no matter if the ranking meeting 100% placed them otherwise.
To reinforce OP, my GP group was forced to adjust our preassessments to give BTC the same distribution as US employees
It didn’t get brought up in the assessment meeting, but we had already gotten the message of management expectations.
Interesting. I was in a meeting where EXACT OPPOSITE happened. There was bias and BTC was lower.
NOTHING WAS DONE.
The chair acknowledged that BTC employees were lower statistically, but said it was still fair assessment. We moved on.
JUST don’t believe everything you read here. Lot of instigators here to fuel division amongst people and create bad blood.
Definitely lot of hatred amongst some hidden faces here to TC. It’s understandable, you fear losing your job and you have zero skills to go out and get a real job that pays as much as now.
That’s why you are spewing hatred
And then there are those that answer the siren. Clearly why country is divided
This sickens me to hear that they have reached a new low!
@iih+1sDm8khj The wordsmithing by HR does not change the fact that the action taken is discrimination.
It is the same as a bank robber saying “this is a robbery” and taking the money or saying “donate all the money in the safe to me” and taking the money. Guilty either way.
Don’t forget the discrimination with age! I don’t think s-x or race plays as big of a role as how old you are and where you shake out in the ranking. A lot of our best technical resources are kicked in the teeth the older they get.
@nyb+1sDm8khj - this happens all the time. But, HR is careful how they state it.
“Let’s check for implicit bias that has resulted in these minority / national / gender groups being unfairly discriminated against”.
This has been common practice in assessments for decades… Equal Opp office doesn’t care.
But younger to mid-career employees should be warned that the “fair distribution” are not as fair as they seem.
HR declared in a meeting that false rankings had to be given based on national origin.
The above instruction violates discrimination laws.
Meeting attendees complied and gave elevated performance rankings based on national origin.
Please confirm that this illegal activity was reported to the Equal Employment Opportunity Commission.
Gone are the days when low performers could be placed at the bottom of the list based on performance.
HR now indirectly mandates that the lowest part of the rank list must be filled with older HC10 males, below persons they outperformed.
HR achieves this by mandating race, s-x, and nationality “distribution targets” then moving minorities and BTC employees upward to meet those distribution targets.
Moving anyone up or down on performance rank lists based on race, or s-x, or nationality is illegal.
Why is this not reported to authorities?
It's how you move jobs from expensive to lower cost locations
Is moving a group of people on a rank list (up or down) based on their national origin considered discrimination?
I have seen HR do this in the past, moving persons up the rank list to achieve a target distribution based on race which was absolutely discrimination, but this is less clear.
There just keep getting more evidence that performance ranking is not based on performance.
All year we have been making corrections to every deliverable we receive from BTC and our management refuses to acknowledge the poor quality of BTC work and forbids any tracking of required rework, and now HR cooks the books to place the BTC workers artificially high on the rank lists.
Very similar to White Star Line management telling Titanic engineers not to worry about not having enough lifeboats.
So BTC engineers whose work requires significant correction are artificially placed above the persons that make the corrections.
Never ever believe that ranking is fair.
PS: PIPing all the persons that make the corrections is a future Root Cause of a Valdez scale event
And never ever ever say that they are lower performing as you will get your hand slapped. Can’t wait to join the ranks of GE / Boeing.
Bitcoin?