The current trend is send the favorites out temporarily and rehire them in 2 levels up. A recent Sr Module manager rehire his favorite in year and half at 2 level higher to what he left before (level 6 to level 8) to management position falsely claiming that person has “management experience “. Rumors that he has at-least 1-2 more favorites in pipeline to get in same way. I guess for we’ll deserving employees it might take ~5yrs to get promoted from lev 6 to lev 8. Really shameful back door politics. Not sure why senior directors won’t question these .
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Well someone was actually reading this. They finally promoted “another gender” to manager role all of sudden, of course another director pet. This is really a sad state of nepotism
I agree with
@3wta+1gRK88TL
Recently I was asked if I would recommend GF to friends or colleagues as a good place to work. My answer is a HARD NO.
Unless you belong to certain minorities or certain under represented groups. At Globalfoundries such groups have an advantage. There appears to a bit of agenda at GF regarding this. And they can skyrocket and leap-frog their careers quite rapidly.
But then there is the bigger issue of managers having favorites. One of my coworkers who is also GF called it cronyism. Where mgrs (who are pretty bad at managing and leading to begin with overall at Globalfoundries) install their friends around them as a puppet support system. In effect it protects the managers position. So unqualified amateurish personal bump above a better suited more appropriate candidate. And this is actually how we go to where we are today. These inept puppets eventually take on managerial roles and have never received formal education in managing and are therefore in best case just mediocre at the managerial role. But it started with them getting undeservingly installed into a position they did not earn.
The last thing I was to point out are the “rules,” for promotions and advancement at Globalfoundries. It seems to extremely inconsistent throughout the company, team to team and even within the teams themselves . I have seen coworkers be told if they do x and y they will get MTS, etc. While others in there team all of a sudden got bumped to pmts out of no where while not having complete x and y themselves. This inconsistent system with different rules for different people is extremely unfair and demoralizing.
There have been cases, actually it appears to happen majority of the time, where people achieve what they were told too during the year to obtain raise or promotion only to be told it wasn’t enough when the time comes to get promotion. Again it’s not fair and basically lies over and over again. What’s the phrase, “fool me once….” At any rate I stand by hard no for recommending GF unless you are desperate for work.
Sorry for the long post.
PB is an unprofessional brute and the fact that the likes of him can be GM.while company attempts to preach "ethics". ridiculous.
I really don’t mean to be controversial with this post but I think at GF LBGQT community has an advantage. It is those who aren’t or do not identify as such that seem to be outright bypassed for promotions by an employee that does identify as such despite being the clear obvious choice for such a promotion.
I know that is a loaded answer but it has just been my personal observation.
Why person left GF will join for same pay and level. Definitely they have to match current pay which means 1-2 level above
How about folks from the LBGQT community … we are ignored n overlooked …
I think there are female favorites and male favorites and both genders seem to have random people who get moved high up for no apparent reason. For many of the women I noticed they have spouses in the company too.
Well, I am a woman. I agree and understand the points being made here. But most in particular that the managers have certain favorites who exponentially rise for no apparent reason or logic; while other more deserving employees are neglected.
We should form a GlobalMen group, then we can get promoted every year too. Fair is fair, right?
If you have played golf with PB, and have enough money to play for $, then your in a good spot career wise.
If you have not, your a number, and you should act like one. Try your best to reduce your exposure to the PB dress down mtgs.
Maximize your happiness at home and look for a raise externally.
Oh wow ! I was way off when reading this. I thought for certain I knew the groups involved and being called out here. Guess not, but if HR is reading this go check out the post fab. A lot of suspicious behavior that very closely aligns with the message being stated here is going on over there.
Just look at the HR and “technical vitality” teams, as an example. You have people on that team that have left and came back at higher positions (which HR always says if you worked at Global, previously, you have to come back at the same level), and then the majority of them have just shot up in job levels over the years, about 4x faster than we peasants. We make the fab go round, and we solve the problems that bring the company money. Not them.
This whole D&I initiative, coupled with worthless HR being a wing of the woke movement, has injected toxicity into the work culture faster than what natural progression could have accomplished. But they say it makes us/Global stronger. Am I right?
All in the name of diversity right?
Same module that consistently promotes the same gender or offers the same group new roles. Let's break that down.
The recent one 6 years in industry and already under H.P. that after going from level 4 to 6 then a year later going to 7.
The one before similiar resume same time-line. 5.5 years industry and level 7 from a 4.
No bias here folks. Keep moving.
Yeah in Malta- one of Process team, not sure how their team take this, but kind of big gossiping/venting topic across the various modules including first line managers.
@vkm+1
Are you in malta? I think I know who you are talking about.
I am on a team of engineers/Integrators, etc. We are a global team with members at every fab/location. My team has a sister team under our 2nd line mgr and she has a super ultra favorite on that sister team. This favorite gets promoted and moved around and given first crack at every great new opportunity all the time while the rest of us (about 20-30 people) get shafted over and over again. It is so obvious who the favorite that it’s like not even hidden or discrete any more. We too wonder why other managers or our 3rd line hasn’t stepped in or rectified the something.
Sure we get promotions and small bumps here and there. But not like the favorite. It feels like a super struggle to get the little we do. Almost like it’s not worth the payout when the reward finally arrives. While the favorite effortlessly and painlessly gets all the perks. What makes it worse is this favorite has a habit of asking for help on various projects from the team members to only eventually dump the project work on you and then take credit when you finished it for her. It’s has left a bad taste in majority of the team members mouths and others outside of the teams.
We all see it, talk about it and complain about it amongst ourselves, but we never speak up or do anything about it. I think the many people (majority of the 2 teams) who discuss this quietly are scared that due to some of demographics involved it could easily be spun around on them or portrayed as something else that it is not. So we are stuck in this trap and have continue to sit and watch and take it. There are many people amongst the teams that are worthy of such promotions or bumps and opportunities but almost always get passed over for the favorite.
The only time it came close to a mutiny was about a year ago when they rolled out that new fancy diversity training module. Ironically our 2nd line mgr was a huge advocate/champion of this program and would frequently discuss and refer to it in our meetings. Well within that training module there is a whole section devoted to favoritism and how managers need to avoid these practices and behaviors. So here we all are in our department meetings hearing about how great this training module is, etc., probably right after hearing about the favorite getting some bump or promotion when our 2nd line is guilty and blatantly and egregiously in violation of a whole chapter of this program she is pushing so hard. For a bit there was active talk between team members to file a complaint or inform HR. But nothing happened out of fear of repercussions (which they also say doesn’t happen or exist -but it does!)