Thread regarding GlobalFoundries layoffs

In addition to the longread @1isd+1iKoC4PN which I 100% agree with, below is an explanation of promotions. They are based on 3 factors (in order of importance)

1. Loyalty to the manager personally
2. Flight risk. Nobody will "waste" a promotion on someone who's about to leave. But you won't get promoted either if you aren't leaving anyway (due to a visa situation, or spouse's job or kids in high school or whatever)
3. Quality work. Occasionally, there are fair promotions of people who deserve it. But you have to be two heads above the rest, impossible to miss, in order to be promoted fairly. It's mostly done to show off fairness to other employees rather than to reward outstanding work.

Great system they built here huh?

Managers can and do manipulate the employee reviews to fit their needs. It is often not an accurate portrayal or representation of the employees true work performance of that particular year. Managers tweak and leverage these reviews based on certain inputs that have nothing to do with the individual employee themselves but due to the larger team or departments needs. It is therefore a fake sham system.

@ PickleD1-k … (wtf??)

I think I agree with you overall message or point you are trying to convey! If you are ambitious and strive for career growth and advancement GLOBALFOUNDRIES is not the place for you! Globalfoundries is where careers become stagnant and go to die.

Have been at GF over 9 years.. Regardless of how hard I’ve worked or how little I’ve contributed, I’ve always received a “2” rating. I’ve received the same raise % as my immediate peers. I’m at the highest level # for my job role, no available promotions unless I change roles. Most of the time, it’s real easy to keep my head down, do my job, smile and be friendly. No write ups/warnings. Reviews have always been the same. Doing great, met all your targets. Those targets are the same for everyone I work with, basically they are department targets and goals. Show up on time, complete all assigned training, reduce costs, don’t scrap wafers, help train new members. Yada yada… I do not need GF or it’s managers to provide feedback, guidance or evaluations. I am average, will always be average and will get the same as everyone else. My enjoyment and accomplishments begin when I punch out at the end of shift..

I have been interviewing at other places and during the portions of the interview when they ask if I have any questions I now always ask about their employee performance reviews system and style. In previous job hunting I have never even thought about asking such questions.

But I have been so burnt and jaded by GFs system that I now always include it my questions to them. It has actually become one of my important criteria considerations when evaluating whether I would accept an offer or not.

Sorry this post got under my skin so I have writing this up past two days. It’s long but covers it once and for all ..

Yes curious choice of word usage (hr?) and the fact that you don’t know the reviews are bullsh-t ( maybe you are a new hire?) is suspicious.

But look I will be frank with you for the record so this topic can be put to bed finally and officially.

It is a well known and established fact that GLOBALFOUNDRIES’ biannual employee reviews are not what they seem. It is not what it is portrayed as being to the employees that are subjected to it. Nor does it function the way GF employees are told by management and leadership.

But let’s hypothetically suppose for one minute that it is a valid system and functions exactly as our managers, leadership and Hr says it does;

Well then, any system in which you have to remind your management and leadership of what you have done and accomplished throughout the year is a giant red flag. Huge red flag. So the system from the get go is greatly flawed. You shouldn’t have to remind your manager what you did; they already should know exactly what you did and worked on and be on top of it. The fact that many of the managers don’t is a red flag it of itself.

Now a side note: Many managers have pointed out that this is done as way to save themselves time when writing up employee review. Basically you are doing their job for them. Again another red flag? YES!

The reality of the situation is promotions, raises, etc. are not impacted by this review. Don’t get me wrong. These reviews will be artificially inflated for an employee and leveraged to justify a raise and promotion for an employee WHEN THEIR TIME COMES.

Think about it this way. You get highest marks 2 years in a row (management setting up your promotion or getting ready for your turn). You work at a high productive level and your work is of the highest quality. You then get a promotion. Following year your work gets even better! But your rating drops to average/medium rating. You are confused. Your work just got better how is rating just average. Your manager says the scripted line that is because you are now held to higher standards due to promotion and level increase. But you both know you did a supremely excellent job that year. Haven’t we all noticed our job quality of work really doesn’t change but gets higher ratings for no tangible reason the closer you GET TO YOUR TIME for a promotion? So therefore system is fake. And this is 3rd red flag with respect to employee review system at GLOBALFOUNDRIES.

You can have the best year of your career; where you have surpassed all goals and even achieved other goals not originally outlined in the beginning of the year. Now logically you review should be excellent with high marks and ratings (any other normal company it would be a glowing review report) but not at GLOBALFOUNDRIES because that is not how the system really works. It is fake. You will most likely get an average or slight above average rating. And that is the crux of it. The system is a lie.

Promotions, etc. are dependent on a variety of variables. Money/alotted amount per department for that particular year, etc. But for each individual employee it is largely related to their respective time within their respective team. The person who got raise or promotion the year before you will always get a raise or promotion the year before you (as long as you are with that team). So it always follow this time table clock. Don’t believe me? Track it.

Your yearly achievements and accomplishments are meaningless. Sure when it’s your turn they will highlight them, etc. But usually not in appropriate or correct time frame in which you have achieved said accomplishments.

Basically you have to wait your turn. It doesn’t matter what you did or how great you were that year; if it’s not your turn you will get passed over. The system at GLOBALFOUNDRIES is broken and fake.

Lastly I will add that after struggling with system for years. I got some frank and honest replies from my manager about how it all works and the reality of the situation. Over the course of my career I have also have made very close personal friends within all levels of management/leadership and all have confirmed what I am trying to explain to you now.

Based of these manager and leadership statements I have cultivated advice to new hire engineers. That they should only do slightly above bare minimum. Don’t burn yourself out trying to reach the moon because at GLOBALFOUNDRIES It doesn’t matter. You are waisting your time, resources and effort on such ambitious ventures. Just sit, do a ok-to-decent job and wait your turn.

If you want logical and effort-based career advancement then you need to go somewhere else. You will not find it here at GLOBALFOUNDRIES.

BS system. The review and rating system is fake. The rating is fully depends on manager’s decision and your peers cannot see others performances, so there is no way you know he or she really qualify. My manager directly told us he needs money to keep the people under his team, so he give money to the people who may potentially leave the company without thinking their performance, I am not saying their performance not good but I don’t think they are the top performers. Turnout. all the shift managers under his team get less than 1% and his favorites get total over 7% above. Such a BS and ridiculous manager.

The comp piece is ultimately up to the Director level.
Typically the section manager makes their allotments and it gets kicked up.
Before I left I witnessed the same Director level change the allotments to make it more even allocation, even though the lower performer did not deserve it. They were rated hvp (like 80%) of population but they were also on the lower end of the rating internally. Aka they showed up, put in minimal effort but did not scrap wafers or have any spectacular things ot make them stand out. Some would call it average to low but not enough to be a "low performer".

In the past it was 1 or 2 low performers and 1 or 2 EP. The rest in the middle as HVP.
It was up to the manager to allocate what little bit of funds they could across the team.

Dept head would get x-x amount based on finances then divide # of reportees by the amount and allocate that further to each section manager. I no longer work there and only want to weigh in because I hope that place gets bought out. I had 22 people reportees - my allocation was roughly 23k. You can do your own math.
Good luck to those of you still there. I hear Ohio will snag a bunch too.

@ljk+1iKoC4PN

Well clearly it is GLOBALFOUNDRIES bullsh-t system and straight up lies. We have all been hurt by it - at least our careers by joining this amateur hour clown car of a company

@wls+1iKoC4PN who hurt you?

It is for managers who cannot do their job and have no idea what the worker is doing. The system is geared toward the best writers. It should be banished.

The only people who use the term "rockstar" at this place are HR and technical training people. Go away, we're tired of you asking us how to do your job.