Thread regarding Cisco Systems Inc. layoffs

@3kcv (Former Long Time Manager)

That was definitely the case prior to the "People Deal" and managers had to rank people. Once the performance criteria went away, managers had more leeway. Or so I was told. My last team was mostly top performers, so it was hard to say who was the least performer. Sometimes a project came up that was perfect for one person to handle, so they looked like the top performer while last year's top performer didn't have any high visibility project to work on. It didn't mean that s/he didn't stop doing above average work or became a slacker, but the visibility shifted.

Once the People Deal arrived, the manager started using a "spread the peanut butter" approach to bonuses. Everyone got a good bonus, and if the top performer's wasn't as high because it funded the lowest guy's bonus (there's only so much budget to spread around), so be it. For those that just did the minimum or avoided projects, they were on the lower end of the bonus spectrum and those that stepped up or were given additional projects were on the higher end of the bonus spectrum, so there was still a distinction. But at least someone who worked hard on a great team was no longer penalized with a bottom 5% ranking and no bonus even if s/he worked harder than a "clock-watching, does-the-bare-minimum" worker on a team full of slackers.

Incorrect on the ranges. IPF is 0 - 3.0 (at least in the tool)

.9 is NOT the minimum. People can and do get 0 bonus. In my team I think there was someone every year that got either nothing or very little. There was certainly at least one person below a .9.

All numbers are reviewed at every level for "fair" distributions by GL etc. There is also a HUGE push back to make sure that there is "differentiation for the top performers". i.e. If a manager doesn't have someone over a 1.5 and someone under a 1.0 then they will either be told to change it or have it changed for them.

I really wonder where people get their misinformation sometimes...

so one manager can divide the bonus in 0.9-2 range while another can decide he gives the lowest 0.5 and the highest 3. correct?

The IPF is reverse calculated based on the budget that is given to your manager and the individual allocation is determined by a distribution curve under your manager.

@2brp - if u r an illiterate i___t then u also "lay off".

What country are you from?

It changes every year. Up to the manager to distribute how they see fit. This year there was a lot of bonus money to go around...at least in Services. All the folks let go in my group got 1.0 IPF. Those remaining were much higher.

ipf is 0.9 till 3

if u received below 1.3 then u r ready to get lay off chances if % is high company wide

i.e u r avg

if u received more than 1.3 then u r safe and enjoy and no layoff for sure.who gets laid off decided by mgr based upon ipf.

so ur hike promo bonus and lay off = performance

I'm sh-- right now and got 1.05. This is typical.

I got 1.5 in 2009 when the company wa in sh--. Bad timing. Done with this place.

I was top 10% once and got 1.3 so I assume in my group / geography, getting 1.5 is rare. I usually get 1.1-1.2

I got 1.5, unsure of actual median value, I was told I was a high performer tho

My IPF is also above 1.5

The IPF is usually reverse calculated based on the bonus amount that has been allocated to you.

Myself and another colleague got over 1.5 IPF.

was told mid range is .9 to 1.1