Is there any formulae for LR like they have for ER . Is it only based on salary?
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Geography also comes into play. We lay-off California first because of expense.
Get Woke, go broke.
Yes, I've seen teams have huge cuts in SJC and then suddenly re-hire in RTP. I even recall where one person transferred from SJC to RTP. No idea if they took a pay cut to do so, and if so, how much of one but I can assume they did receive a pay cut in order to swing the transfer. They've done that for nearly 15 yrs or more.
What does getting "woke" have to do with cutting costs? It's more about the rich getting richer while everyone else gets poorer. How many exec's have been LR'd? How many of them are taking pay cuts? Cutting their outrageous wages and bonuses would save a lot of money reducing the need for LR's or make the LR's smaller.
Granted that donating money to charity doesn't help the bottom line, but all companies make donations as part of their PR to make themselves look good. The question becomes whether or not you agree with who they donate to and I'm guessing from your comment that you don't.
Geography also comes into play. We lay-off California first because of expense.
Get Woke, go broke.
The LR is based on meeting the department's budget. How each director goes about meeting the budget is based on what they do.
A sales team will probably cut the lowest quota sales guys. A support team will probably cut the more expensive guys. A product team will discontinue an under performing product and the team that develops/maintains it if they can, otherwise they'll cut the more expensive guys like a support team will.
IPF doesn't play into the formula. It's just the sign that you're meeting the other criteria and they use the IPF to justify cutting you, and to give a larger percentage of the bonus budget to those who will be staying.
Age, experience and salary are the criteria, with salary being the biggest factor. If you make above the medial pay for your pay grade's pay band, your chances are very high. If you're over 40, 45, or 50, the older you are the higher your chances are. If there are several older people on your team or in your department, you might survive as a token "old guy" to prove they didn't target all the older workers and some young early-in-career guy will also be cut to lower the average age of those being LR'd.
They say it's not age discrimination because you're being cut as a cost cutting measure and you're too expensive compared to the rest of your team, or that's what I was told when I was cut. I was told it in no way was a reflection of my performance, and I received 100% of my bonus the same week as my last day as an employee. But they can also use a low IPF to say it was job performance related instead of age or cost. But if you look at the numbers and the bell curve of ages of impacted people, it's definitely skewed towards the older folks who make more money that people a pay grade lower. Some of them will get promoted to your pay grade, but at a lower pay making them cheaper than you were.
How to know ur IPF ? Can we check ourself ?
AFAIK, none of these matter. If your mgr wants u out, they would have already built the narrative and the created the paper trail to match their narrative (giving u low IPF is surely an indicator).