So my team built a model that has inputs and the outputs are whom the logic recommends should be displaced. There are MANY input factors but some include length of service, experience, skillset, salary/cost, review ratings (yes mid-year was used for more than performance mgmt), among others. It does include a factor that weighs for D&I. Will leave to you all if you find that discriminatory to non diversity folks.
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So a few months ago Wells had to ask everyone where they were located, because they actually didn' t know how many full time telecommuters they'd hired over the years (thousands I think), but they do have the data listed in the OP.
And the OP throws in something about diversity.
I'm rating this Troll Level Jedi.
Haha it would take 7 months to get through CMoR. Troll.
@1roz - “Wells Fargo wouldn't even have an agreed upon name for the model in this amount of time.”. That’s funny stuff right there. And so true!
Op: if you are for real and your post is truthful, please respond to these naysayers and answer the questions etc. I don’t like all the arrogant fact-checking, myself. So renew my faith in mankind and put them in their place.
LOL - do you honestly expect me to believe that Wells Fargo has developed this spectacular model in such a short amount of time? Dude, Wells Fargo wouldn't even have an agreed upon name for the model in this amount of time.
Go sell your wares someplace else... Not buying it!
No sorry, but dubious posting. There is no way such a data model would survive the scrutiny of lawsuits — greatly doubt that WF would ever create such model in the first place, in fear of lawsuit discovery. EVen if data model was arguable impartial in its design, more than likely clever litigator could show this "impartial" model has disparate / discriminatory impact. The "D&I" factor in the original post is another red flag, no way this would survive scrutiny by inside counsel/HR, let alone outside lawyers. And if WF really is building such a data model? Well, they better increase their litigation/settlement budget.
How does tenure (employment duration) weigh in the model?
New joiners first to go or last?
Total baloney
My org needs people with Agile experience. That skill is not listed in the job description. Our management keeps track of skills, training and certifications in a spreadsheet and those are usually industry standard acronyms.
Stop BSing
Skillset can be determined by your job title alone because the job title is tied to a description, number of years of experience.
In order for a model to work on a variable like skill set, all the data would need to use exact descriptive language. I find it hard to believe that the data has even gathered for this one field. And then there is the small matter of needing expertise on specific bank platforms if this is for tech people. Am I supposed to believe that management can do a better job than its own applicant tracking software? OK
It's true the Tech teams are working on modeling for displacement. Mass layoffs are coming
What review ratings were used besides mid year?
I doubt it. This type of modeling is too much work for WF people to collect data and stuff.
Re below: I meant to say divisive, not decisive.
@1yhf: I think I’m pretty good at recognizing trolls. Usually super-biased/decisive to get people going. Smutty or angry for no apparent reason. I recognize the writing patterns of certain repeat trolls on this board. My troll-radar didn’t go off for this post. What about it triggered you?
Oh yeah? What business line do you support and who is your 2 up manager?