ATO manager, told Amplify due dates moved up. That means manager rankings & ratings will be input by next Monday. That’s about three weeks earlier than we’d originally been told.
Company just announced a 3 Billion dollar reduction in Cap spending in 2020.
I had been following a few job postings in career path that suddenly got pulled back.
I don’t have a crystal ball but I’m predicting layoffs..... soon
No one even reads the reviews. Managers are constantly asked to rank people. They have to put together a business case for the surplus. They make stuff up like bad performance, which btw does not match Amplify. They use non hub location as a reason by keep people in non hub locations because those people are big brown noses. They do what they want and justify what they are doing. If anyone could Actually get their hands on one of these business cases, people would sue - amazing what they make up. Kind of like a cop trailing your car for 500 miles - eventually you will get a ticket!
If a work group has to go down by lets say 10%, I’d assume the bottom ranked employee in that group is first on the chopping block. So... you have to get your group ranked and I’m just guessing here but your amplify results and end of year rating play a key role in that process therefore... yes, amplify does contribute to the surplus process.
Amplify reviews have nothing to do with surplus selection.
Doubt that there is any such thing as a 20-40-100 formula. Why do people think that HR is the department doing the selecting for surplus across the company? In my organization it is the managers that do the selecting and it is obvious that YTR is not a factor. On the union side isn't it more like last in first out?
The pink slips say “Elliott Management was here.”
I have been consistently getting "Far Exceeds" on my annual Amplify A&D, however meet the 20-40-100 formula and was notified last week I'm in the first wave of FBO layoffs for 2020.
1 per year. And, its whenever the bosses boss wants it, not a day earlier or later. Usually Nov. Because, everytime, I joke that it's too early to tell if we're going to meet the goals that I can't control.
How many times do you get a review and in what month(s) by your supervisor? Thanks.
Yup, every year. I'm given bs goals 1/4 into the year. They have nothing to do with my job. Then, before the year's over, I'm asked to certify that they're complete and add some rosey commentary. Like clockwork, every year.
Doesn't this happen every year?
My boss is working on supervisor comments right now. Wont matter. If the bean counter marks my position for death I am gone despite how good my rating may be. Learned that last year.
I make $135k, 53 yrs old with 28 years at T. If I ask them to cut my pay to $97k, would that erase me off the surplus list.
This is not the case for our group. Ratings are due 11/27. Supervisor comments not due until 2/28/20
YTR (your total rewards) quick link is found in elink, under payroll and taxes.
Amplify Reviews will be used to justify surplus decisions. If you notice a negative turn in performance verbiage or a sharp critical tone in comments you probably have been identified as a surplus candidate. If you aren’t chosen in the upcoming bloodbath you will be included in future downsizing.
My experience was always a positive meets or more than acceptable for years then in January my review was hypercritical and negative. The review came after I was notified of being Surplus’d. I didn’t fight it because it didn’t matter at that point. I was 40yrs and 60yrs old.
It comes down to are you long in tooth and too expensive. Lemmings are more attractive, squeaky wheels get the ax.
Makes sense to me, would also coincide with the SER/ATO voluntary offer/surplus thread posted few days ago.
I only meet 2 of those, over 40 and a bit over 100k YTR, total time several years short of 20. Always concerned for my job every quarter.
I meet the 20-40-100 rule and got surplused
The compensation that HR is targeting is your loaded labor rate not your base salary so if your YTR (in Amplify) shows over 100K and you are over 40 years old and have more than 20 years of service than you are good candidate for surplus. The 20 - 40 - 100 formula is used early & often in times like these...
Every ten managers with total compensation of 100k off payroll equals a million in savings. It’s the fastest and easiest way to cut expense. Surplus a thousand managers, that’s a hundred million in savings accomplished in 30-60 days. Looks like the company just got hit with a 60 million dollar fine, you do the math.
Elliot wants cap spending reduced, so Randall is doing that.