I received a limited impact end of year rating, although my manager's comments and my job performance did not reflect that rating. I've contacted HR, but may be contacting a lawyer if I receive a severance letter. I received that rating, because I was accused with a handful of other managers of not completing a compliance course before 11/30.
Just wondering if ratings are the key factor to determining who leaves 1st. Also, I'm not located in Dallas...
If you have the slightest inclination your Manager has an issue with you or your work and you have tried to discuss with him and get nowhere.....Jump ship quickly as with a low rating no one will hire you unless you have a "Godfather" somewhere in the company who can pull some strings for you.....
I have no idea why people continue to think if they have a problem with their Manager and go to HR they will be helped or saved. I know (3) people personally who went to HR and opened a case and within a year (2) were surplus...(1) was saved as they have friends in high places....Wake up people.....The last place you want to go to is HR....
@XehHL8w you are right on you analogy. But my case is different, HR inestagted my manger is wrong and save my job. They wanted to punish him for his wrong doing, put we was protected by upper management, you know people who are doing wrong doing to entire ATT. My case illustrate coraption at high degree. My old manger changes ATT metric, based on issue I identify in gold that is customer impacting, tweak data, then get it to Randle and hi police and make them happy. This only reason he is a manger till today, we have 6 people, top in group left before me because of his rude acts. I really thankful we have great HR team that have dignity.
Not always true....Last year some surplus were based on location and tele-worker status and Managers had absolutely no control over these decisions which HR instrumented and even impacted high performers. I know this first hand. A Manger can debate and fight to keep someone identified as surplus but in most cases this is futile when not connected and other Mangers in the org with more clout are trying to save their folks also.....
Oh sure move to a collaborative zone... and how long do you expect like to stay there. How many people move their families and within a year or so lose their job? Nothing is a sure deal... unless it is in writing... and at our level that will NEVER happen.
They should focus on people who live in Atlanta or Dallas and lie on Webphone where their office is... AT&T could have a lawsuit against them. This is a legal issue which has to do with reporting taxes properly.
Ratings and rankings are a joke. Depends on how much your manager likes you. I have been involved in them and it is dog eat dog.
There are only so many ratings allowed out there so they decide who they like the most.
When I did ratings and rankings I was honest about people and how they performed. The others brought in BS about the same person from years prior....
Already lost folks in 2018 due to missing required training in 2017 and was rated low. Hey, it is all about being in your seat in the collaboration zone and doing your training. Such a low bar..pitiful.
@flx Guessing you're Director level (L3) then? Otherwise I don't see why a VP would have that conversation with you. I think that for sure, folks at this level that are far removed from the Collaboration Zones are big targets right now. My team is OK for this round and we are completely geographically dispersed...but I believe it's only due to the nature of the work we are doing right now.
I received an Extraordinary Impact rating for my 2018 work. Despite this, I've been told by my VP that solely because I dont work in a collaboration zone (I am a FTO employee), that I will receive a surplus letter later this month. She said I could keep my job if I was willing to move to a collaboration zone. Despite whats been talked about at the Officer level, its my belief based on conversations I've had with VPs and AVPs that work location is the main factor in deciding who stays and who goes this time. Some exceptions to this could be if you are in a very specialized technical job.
Team, I’m a former ATT employee. My old manager have been so bad to many people, he abuse us, Yale, threat us, yet been kept around because he is expert in fudging numbers and change the calculations of ATT metrics that get submitted to Randle. I open a case against him in HR m, and win the case. I was transfer to another group, kept my title. I was preforming very well, though when layoffs came they lay me off as has bad ratings from the bad apple. HR inform me, that they know he is bad, but could not touch as he is protected from abouve. Corroprtion, unfairness .... that is the NEw ATT. This true story ....
Att has a pile of lawyers and getting a lawyer will be useless against there lawyers and a waste of your money. Just keep your skills up according to the industry and not according to att's training.
The market is hot and there a lot better places to work than att. Their bonus isn't everything and what does it matter if you are enjoying anything.
If you aren't considered a "super duper leader" you know talk out of you know what whether you are right or wrong they will always target you for severance and if you don't get surplused this time they will do it all again next year.
Att's definition of a leader is a joke and does not apply to other work environments.
Yes your rating is about 35% of what is used in ranking you for layoffs. If you took the compliance course (or any course) you should always print and/or save the certificate of completion for proof. Mine are frequently not posted as complete and I do a manual adjustment. Good Luck in getting this resolved to your benefit
Your manager is not the only one deciding your rating. If you missed a requirement he/she has no choice. Be prepared and good luck. There is life after AT&T.
"Accused of not competing a compliance course before 11/30" This is easily confirmed, so there should be no question. Like the poster below we were told many times to get them done or it would impact our performance rating. We were also told to make sure it registered as being competed and if not take the necessary action to get it manually completed, which must have also been done prior to the due date. The warning encouraged everyone not to wait til the last minute in case a manual completion was required
I am in a group within ATO and over the last couple of years we were told numerous times if we missed or completed compliance course after the required date it would result in ones overall Amplify rating being reduced by on category. If that is the case I dont think you have a case and furthermore those that are surplused will not be given a specific reason why you were selected.
Pack your bags and move on.... to a real company & Career, don't forget to count your blessings.!!
Wish you the best of luck in your next endeavor.
1) Your Manager is the only person who decides what you’re rated;
2) If your Manager rated you low it’s being used as a prompt to include you in a surplus;
3) If you have any questions, comments, or concerns you need to document it where you have the ability to on your EOY before returning it to them;
4) Start looking for another job outside of the company, I wouldn’t even give someone with that rating a closer look.