Somebody, via Yammer, specifically asked JE to explain the reasoning behind the EEI metric. Search "EEI" on Yammer, and you'll find it. So far, JE hasn't responded, even though the person asked very respectfully for his response. Funny, he's quick to post descriptions of the current books that he's reading, but he won't respond to one of his employees asking a valid question. If we can't receive an honest response from him, how are we supposed to respect his requests?
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EEI is more evil in a daily basis
than the Skekeis s---ing the life out of Geldings
in the Dark Crystal movie
spending 2+ extra hours a day, plus horrific commute,
might as well pour acid on my life and family
and melt into flushable broken molten screaming toxic c-ap
just my opinion
otherwise great place to work 25 years ago
Not sure if anyone watched the CTO Q2 Town Hall with the VP of engineering but at the 14th min mark it's worth listening to. The VP clearly states that EEI has been misused by managers and IF your manager is asking you to work the extra hours to immediately contact your tier 3 manager or HR. I'm keeping a copy of the transcript handy for my mid year review. I work overtime as needed to get the job done, I refused to play their stupid metric game.
EEI = work for free = pyramid scam =last resort to s--- the life out of the employee = sacrafice to the wall street gods
@ZjLEkxg-2ejj, OK, lets take another approach at the EEI. so now there is no documented individual mandate that each person must achieve. As a manager it is my job each week to see that everyone one of my people reached the EEI required.
Now, I could not order them to sit in their chair until the hours where achieved, and i could not punish them for not achieving the EEI. Rather ( per HR& JE) I needed to assign them enough work with a specific due date, that would effectively keep them there until the EEI was achieved. If they failed to get the assignment done by the due date, I had documented evidence of poor work performance that would translate into a bad review and a PIP.
There are many ways to compel the EEI number, they will not state it as policy. But when they discuss cycle time reductions, project acceleration, they are not talking about removing unneeded processes or better tooling, they are saying work longer days to get the reduced schedules, and longer days will get the desired EEI.
In my last performance review, I was told the only reason I didnt get out of the 5 block was because my yield and EEI were low, yet hit every other target. I asked my supervisor if my workload was less than my.peers, and he said no, it was heavier than most. Yet I was one of the lowest paid in my group. Apparently, I was being punished for being too efficient. Turned in my resignation a month later.
In my last performance review, I was told the only reason I didnt get out of the 5 block was because my yield and EEI were low, yet hit every other target. I asked my supervisor if my workload was less than my.peers, and he said no, it was heavier than most. Yet I was one of the lowest paid in my group. Apparently, I was being punished for being too efficient.
If this is for government contracts maybe a call to the IG for DCMA is in order, get their opinion on how this is being done
EEI used as a individual measurement of your hours in NOW ABOLISHED; a fact. Managers were provided training on the topic; "EEI is a tool to look at the spread of hours across your staff". I wrote to Access.integrity@honeywell.com about a month ago. I followed up with our HR representative after the investigation. Although the HR representative wouldn't admit it was a mandate, the HR rep did restate the purpose of EEI as I stated above. HR was required to to create a slide restating the purpose. In the last Technology town hall, a couple leadres spent 15 minutes restating the purpose and it should not be used for individual monitoring of hours or performance. So, if you are getting harassed, use the access.integrity email. At E GE and Microsoft abolished their similar processes in 2016; look it up. Their reasoning to abolish it, "it was incredibly destructive".
@ZjLEkxg-2hcn, the EEI is tracked my leadership, I was TM at DV, and each week i would receive a Excell spreed sheet with all my direct reports listed with their running tally on Yeild, EEI, vacation.. it was color coded red, yellow, green. I was tasked each week to report on the red and yellow as how it happened and what the corrective action to get those people out of the red and yellow. bottom line while their is written policy on EEI there exists the informal documents used to enforce it.
FYI
There are single fathers out there too,
not just single mothers.
And it is tough for us to get our kids to school and back home when working 50 hours and commuting 20+ per week.
Someone needs to send a detailed, yet anonymous, letter to the right persons at the EEOC and State Department of Labor office. Bring up this gross abuse of power at Honeywell. If you supply them evidence of this EEI time indexing tool or how management has implemented it, I’m sure this practice will come crashing down within a few weeks. Sent these government authorities letters and follow ups every week until you know Honeywell got the message.
This whole EEI really gets under my skin. Before EEI, when a project was behind the whole team pitched in to get it done. We felt like it was our responsibility, and wanted to see our project succeed.
Now, they want 46+ hours, I feel like I’m being punished. ESPECIALLY when there is NO reason for it (for example the project is on track or ahead of schedule).
PLUS, I’ve seen what it does to a projects budget when folks hit it at a 46 hour clip, and there is no appreciable schedule pull in. It just costing more in the long run.
I will participate only when it is actually needed (PIP is on the way).
@2lkt, I understand your frustration. There’s no written rule or policy that stipulates every employee must work a 46-48 hour work week. Therefore, knowing this to be the case, I suggest you do something differently. Don’t pursue the OT issue with HR anymore, it’s futile because you’re an “exempt” employee. A more productive and satisfying approach would be for you to come in to work at a certain hour, take the same time for lunch everyday, and leave the office at a certain hour— consistently everyday. Always document your in, off, and out of office times that is date and time stamped. You can do this by using the company email server. It’s an official record that is backed up all the time. As soon as you badge-in the morning, turn on your computer and send an email to yourself saying “arrived at work”. For lunch, send yourself another email saying “break for lunch”, after lunch, “back from lunch”, and before going home, “finished for the day, going home”. Move or file these emails in a special inbox or sent box folder. Always ensure your minimum of 40 hours per week are accounted for. Of course, from time to time, you are expected to put in the needed hours to meet deadlines and occasional special requests. But, no company in America can force an “exempt salary” to consistently work more than 40 hours a week. Go ahead and come in and go home on your schedule. Advise: Don’t tell anyone what you’re doing, just do it. If you are asked by your boss, manager or HR about your time habits, just tell them (in a proud manner) that you taking advantage of your good time-management skills at work all the time. I don’t think they’ll have any comeback to that, at least not in writing.
Employees are meeting the obligations of the job offered to them. Nowhere in the offer letter does it state your work commitment is open ended. yes from time to time you will need to work OT to get a project over the line. But when the work week is mandatory 46-48 each and every week with no specific end date then that is abuse.
single parents are most vulnerable to this abuse, they are not looking for extra time off or a shorten week but rather the be able to get their kids to school and be home in the evening.
more fundamentally where is the official policy from ALT on the work week being extended to 46-48 hours?
If you are OK working 48 hours or six days and are happy to being paid for 40hrs. Then you should be happy as hell, so why are you out here trolling, shouldn't you still be working? or is this how you fill out your extra hours?
I just remembered something very interesting. At the height of the Great Recession, Phoenix Aero and I think other places had 10% pay cut for exempt people. In some cases in Phoenix, some engineers were allowed to work 36 hours instead of 40 hours minimum. Of course, in my case it didn't matter much since I had much more work to do than that, but still an interesting example of company discretion.
So is the EEI > 1.15 thing JE's baby? You'd think he would be proud of it since he gets to look like a rockstar at the division/corporate level. I used to be a TM and they will PIP you if you don't work it. But I always wondered what would happen if an entire department refused to work the mandatory uncompensated overtime? Obviously the department TMs would get PIP'd or bubbled up to the top of the layoff list but their complicity in that salary dilution scam warrants no sympathy. The federal labor laws claim they can force overtime on salaried employees but on a practical level what would happen if everyone simply said "no"? Would they fire everybody? Think about it.
Engineers Elevating Investors
Post it here
lol don't respect his requests. Simple. EEI is a stupid joke.
EEI = Engineering Efficiency Index
It is total hours worked / hours charged
the requirement is 1.2 minimum
or you will be PIP'd (Performance Improvement Program), no raise, no MIP (Management Incentive Program "Bonus"), And you are way more likely to get laid off in the near future.
EEI is just simply mandatory unpaid overtime.
The company charges the customer at full rate of all your hours,
then pays you for a 40 hour week, even if you recorded 60 hours. So they get 1/2 an employee with no additional overhead costs.
If this IS NOT PROPERLY INCLUDED IN A PROPOSAL / current contract with a customer, it comprises contract fraud,
where competitors who may have lost on a proposal for contract with the company
will have lost because they can't compete with a company has people working extra hours for free.
Everyone must record all their working hours, or you will go to jail.
If you don't record all your hours, you will look like a high performance superstar,
get a MIB Bonus and high 9-block rating,
and possible incarceration if you are caught.
It is interesting that the badge-reader information is scoured to find employees who may make errors in recording a 10 hour day (8 hours + mandatory 2 hour minimum daily unpaid EEI overtime,
but the badge-in/out information is not soured for anybody spending 12 hours at work and only charging 8 or 9.
I am out of the loop. I don’t even know why EEI stands for!
The EEI policy ... ( affectionately known as the "women with children need not apply" rule ) is the mission of TM. I am amazed that such discrimination is not called out by the media. Forcing people to work 6 to 8 hours beyond 40 makes it impossible for a single mother to work at Honeywell. No other way to say it. discrimination.
Ain't going to happen for legal reasons regardless of the person.
I suspect that he's not responding because his response would reflect poorly on him, and his ego won't allow him to humble himself in front of his employees.