Apparently employee performance ratings weren't a factor in layoff decisions.
As folks are now stack ranked and downgraded to "meets expectations" in most cases and focal rewards are usually dismal and weighted towards RSUs rather than real cash.
Whats the point in trying harder than normal job expectations?
Also theres no guarantee you won't get a RIF before RSUs vest.
@OP "Whats the point in trying harder than normal job expectations?" No point at all, same as any other job. Do as much of the stuff you find interesting as you can, and as little of the stuff you don't find interesting as you can. Then go home, and do the same again tomorrow.
I had a good review this year (and previous years). No downgrading etc, but my whole team was let go. So maybe it depended on whether they thought they needed a reason, for legal purposes, to single people out. Riffing a whole team, in my case, probably is safe legally as you can defend not singling a person out. Just a thought.
Rated 4 in my org and let go. This was just a political rif. In NACI engineering.
In my division at least it seemed to be almost entirely performance based. Especially this most recent lay off.
It was mainly cost. Salary based. If you make too much in your org, you’re prioritize
Saw another other post about how RSUs are granted for good performance. Layoff time your RSUs are used to choose you to be impacted in RIF off even if you are rated 4 or 5. Is this not just dangling a carrot and then taking it away? I would wish ill on the company, but don't, because there are many of my former colleagues who I respect and wish the best for. Severance is also based on base pay - so you are getting royally sc--wed. Oracle has the worst severance compared to other tech companies.
It was one of the factors.