Whats the deal with the performance reviews? I heard that people who dont have their reviews yet are going to get layoffs.Is anyone know about this?
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In Chicago and our department was told to expect big cuts. We asked how we could be targeted because we all have the required new training. Our director said to calm down. Nice.
Management doesn't get raises no matter what. It has nothing to do with performance. AT&T doesn't even keep up with the cost of living. Union people are lucky because they get raises and overtime.
Fool, Age or seniority has nothing to do with the cuts. ATT is downsizing and if you read this blog you will see the direction. Too many idiots think it wont be them and are hit with a wake up call. The reviews are fixed and every 2nd level manager MUST have 30% in the bottom and guess where the first cut is going. Also the training requirements are another excuse to tell people they are not "keeping up".
Read this link that was posted in another post and if your smart enough you will see the real direction ATT is going and stop drinking the Kool -aid. More is stated in this article because Randall does not think most will see the info. Keep in mind Connecticut was hit and then New Jersey. They thought it was a big rumor until they also had conference calls. Everyone in IT, NP&E and regional support jobs in CT was laid off
http://www.nytimes.com/2016/02/14/technology/gearing-up-for-the-cloud-att-tells-its-workers-adapt-or-else.html?_r=0
Old people... consider yourself notified!
The indicator of being in danger of surplus are age + years of service >= 72, and new folks with little experience to squelch the age discrimination talk. From what I've seen, folks in the middle seem safe for the most part.
I was part of a large group surplussed last year. I received an awesome review at the end of February and the highest raise percentage of my career. I was then surplussed a week later. Great review or lack of review has no bearing on surplus. Stinks that so many are living in fear of being laid off. Ours was a total blindside. No indicators whatsoever so don't rread into things. I will say if you are in a non-revenue generating position and your job could be done by an outside group/outsourced, your days are probably numbered.
That's very unlikely.
If you were Union, raises are automatic.
If you were management and you performed so poorly so as to not get a raise for 10 straight years you would have been fired long before then.
The only other possibility is if you were topped out at your position. In which case a) you still likely got lump sum awards, and b) nobody feels sorry for you
My thoughts the timing hasn't generally changed. I do believe that there is massive and extensive re-calibration/bell curve going on as w speak to determine the kicker payout "indiv contributor" which can happen in tandem to your review. That first re-calibration on meets, exceeds etc, "the actual rating" has already been done.
Not likely because they have to have before they are released. Read up on it in Hr one stop.
Each organization has their own deadline. My group has to have them delivered by next week.