The anxiety won't let up for the rest of the week. I am very worried about being RAd. What interests me is how many of those who have been notified will eventually apply for other positions in the company and succeed in getting them... I don't believe there will be many of them.
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Well my boss gave me a "Needs Improvement" review - because I wasn't doing the work of 3 people - but the rest of the team was. (yeah, work re-distribution as other wiser ones left).
Several times I had interest that evaporated - and I think that was a big cause.
To the OP - you're already screwed.
I was re-deployed in Mid November and saw my (high band) Sw Dev go from "40 USA and only 10 good fit" in Nov 2022 down to near zero on both metrics.
So I remain without a "fat chance" and you never had one.
That said - from someone other post
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AIX was offshored and ALL the non fluff AIX positions have remained open and unfulfilled.
So if you're not eligible for a formal "Bridge to Retirement" then go for one of the AIX positions as you'll probably get hired - and have a few years before it goes to contractors or sold.
There are others. So for any-geo skills match - if the job posting age is "old" - then those managers won't get resources unless they pick "us" up - even if not in GEO.
For example a while back I was immediately BOT rejected for an offshore application - but now (end of March / April) BOT is not automatically rejecting my offshore applications."
All that is true. Getting a job after being laid off is not impossible, but very very unlikely. People that are able to do it are very well connected and have someone with clout pushing for them. Ultimately, it requires a VP GM level sign off, a hiring and firing second level manager and HR all agreeing that IBM made a mistake by laying you off. IBM doesn’t like to admit it is wrong. Honestly, what pi---s me off is that this isn’t common knowledge and communicated to people who get stuck in the wrong place at the wrong time. You get laid off and people just lie to saying staying at ibm is possible when it really isn’t. It’s bullsh-t .
IBM, more than any other company I have ever seen, is run via spreadsheets.
From personal experience on several sides, including getting RA'd...financial analysts working for executives several levels up will look at Excel spreadsheets showing the financials...how much money is being spent on base pay, bonuses, benefits, stuff like that. When I was with IBM, the company was self-insured, so the company knew all details about benefits usage (like how much they pay your doctor and all billing details). All that is in the spreadsheets. Also included is what money is coming in, based on the department and the organization...services sales, hardware, software...you get the idea.
If profits vs losses (P&L) are really positive, then great! Keep on truckin.
If P&L is just breakeven, or worse negative, then look on the spreadsheets and start redlining. Each employee has their own line on the spreadsheets. Department management, upper (division) management, HR and legal get a say in how much gets cut and who gets cut...even if the employee is a solid or outstanding performer on their own, they'll get cut if departmental or organizational P&L says someone has to go.
Oh, and that bit about RA'd employees moving to another department? In theory, it's possible...however, the process involves executives and financial analysts reviewing all your financials (that spreadsheet detail) in comparison to the new department, new organization, etc. Also, make sure that the overall layoff targets dictated by executive management, HR and legal are still met if "just that special someone" is saved. That someone needs to be real special...someone with unique abilities that cannot be hired elsewhere. Someone that the executives and analysts are willing to spend their time saving.
Those "RA black lists" we've all heard about sound evil and ominous, but they are in reality just lists of employees who while good (maybe even excellent), they aren't special enough, unique enough, or needed enough by the company to save. They aren't worth the bureaucratic effort.
Don't waste your time looking for another job within IBM. As the other poster said, nobody can hire you once you are on the RA list. You need a VP to make a business case and take you off the list. Good luck with that!
Something else to bear in mind ... the Hiring Managers and TAs will "slow walk" the hiring process to ensure that it takes LONGER than 30 days. They don't want to hire RA'd folks, so they'll just run out the clock until May 4th, when all of us RA'd applicants are gone.
Come on ! This has been going on for decades !
Very very few ever get off the RA list.
GOM doesn't have much available this past week. But even if it did I am also curious if you get flagged somehow as "do not touch this person with a 10 foot pole" once you are identified as participating in the RA. The logic might be if business unit X needs to cut 5 headcount but 1 of the 5 lands a new job at IBM - they need to find another unlucky person - don't know for sure - but curious. Also curious why they measure in headcount when really it should be measured in $. If headcount person X makes $50k vs headcount person Y makes $200k - not all headcount is the same.
It feels to me impossible to move into a new position within this company. I've tried for a year+ to move into another role within my function, and I can't seem to get traction after networking, raising my hand, expressing interest to my boss and documenting in my goals. For my department, at least, there is no movement or career pathing, even laterally. So, I would assume if you are on the RA list, you'll have an equally challenging time. It feels like even those with jobs are stuck and out-of-luck.
If you are RAd you are automatically black listed from another job, even if its a fit. You need band AA support to overcome this