More than 120 people we're let go...
Sad...... When I saw people was walked out........
What we need learn is company as a business never care about their employee, and the in the executives' eye, people are just ants, not human being.
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I heard the number was 68 from two separate managers there.
I am not sure if the above number given is correct. CTI has about 500 employees, and a reduction of 120 would be close to 25%. From my former colleagues who work there, what I heard was the numbers were around 30.
To 65600: if you told comment of 65584 as "bogus", that means you didn't receive the excel sheet in the severance package. Congratulation to you, as a survivor.
If you said "metric" for "employees value to the company", that means you are not from CTI, during the 1st wave. Because obviously you didn't know all directors, managers, engineers, test lab personnel who had been let go and how valuable contributions they supported to company in years. BHI should give you the award of "naive employee of the month".
Baker Hughes has always been a HR company
If you think there wasn't a "hit list' of PITA employees that weighed heavier on the "metrics', you are delusional. Malcontents, folks that made a "short list", and yes impartial selection are the first to go in these lay-off waves. Next wave will be folks that can't adapt or do the work of 2-3 employees in the dpt, in addition to the inevitable overlap where there are two folks doing the same job...one is HAL, one is BHI...guess who's more likely to get a pink slip?
Got any BJ folks still around to ask what's happening? At the start of the "merger" BJ folks were at a ratio of 1:3 total employees. 4 years down the road, still think that ratio holds true? Especially after this first wave of lay-offs?
This seems bogus. If this is the actual way it done there is no metric considering an employees value to the company!
65584, I think maybe they do it this way to avoid lawsuits. People are so quick to sue about any perceived injustice that employers are too afraid to do this without the blind employee-number only method.
what can we do? That's a good question....
You will be amazed to find out how they select the souls to be laid off. In each of the severance package, there is an Excel comparison sheet, with 4 columns showing job title, Salary Grade, Date of Birth and Selected / non Selected. If you (layoff folks) looks at the last column "Selected / Non Selected", it is automatically generated from an Excel Formula based on some criteria range. I bet the actual Excel file has only employee numbers, Not Employee names. Therefore, when the person works on this excel, he really doesn't know who is/are actual souls because only employee numbers stated. So, I can surely say the personwho set the criteria range only focuses on the money value, not care about the business or how valuable the lost souls will affect to the company's business.
So, the Excel file used to compare everyone at the same level, for different group (under Director) . If your name unluckily falls into that criteria range, even if you are only $1 higher to the lowest range, then you are picked. If you are $1 short off from the lowest range, hooray, your name is not picked. Also, depend on how big of the group level, the cut will be in ratio also, for example if there are 11 engineers level 1, then the ratio will be 3 people to hit the road. So, basically, it is just a game: HIT or MISS.
If the first round still does not meet their quota, they will do the 2nd round follow the same technique, just to lower their criteria range.
That is why you see a lot of good hardworking people were expectedly let go.
So, don't blame on your direct managers or his/her boss, because their names are in the comparison charts too.
Anyway, it is stink, but what can we do?
Center for technology of innovation.
It is research center for completion and fracturing technology....
What's CTI?