"If Management wanted to RIF 7% of my department, would I be laid off?"
They always say "It's not performance driven". So what is the calculation?
3 replies (most recent on top)
At our site, HR is heavily involved and your performance review is predetermined at the beginning of the year. What I mean by this is a certain percentage of employees are slotted to get high ratings and those are usually the ones who kiss all the a**. Your manager has a chance to add input but ultimately it is HR who signs off on it. There have been plenty of high performers at BD Mebane screwed because of this over the years.
There's no calculation and its based on nepotism and whether your manager likes you or not. Your manager is the person deciding who goes.
No longer with BD - but have been a part of the decision making process at BD and other large companies. From my experiences - the total pool of employees let go looks something like this:
- associates with 1-2 subpar reviews in past 3 years who are lower performers/not a good fit
- individual contributors who are over 50 years old and it's deemed their contributions relative to salary/compensation package aren't commensurate
- associates who have made strong political enemies and don't have anyone to vouch/advocate strongly for them
- if the BU is being disbanded/cut strongly, even performing employees who aren't seen as having a landing spot in another BU/aren't high potential employees
Performance is certainly part of the equation. Layoffs due to economic/company conditions are actually easier to let people go rather than going through the PIP/remediation process.