Has anyone had their year end discussions ? All very quite . When you ask management they say there's a 'recalibration' going on , sounds very sinister. They have no idea what it means just that it has to happen first . It's obviously some DXC wheeze to avoid paying us a cost of living rise .
My guess is that any money will go to the people who are getting just above minimum wage !! Doesn't look good for a company like DXC to pay minimum wage.
I could be wrong & they're comparing what they pay us to the market , BIG rises all round !. EDS did something similar decades ago, biggest rise i ever had !!! I can dream ..
19 replies (most recent on top)
So a few years ago now salvino did hand out a merit pool but it was only once in his tenure. It literally amounted to 1.5% to me so I assume my boss just did it equally because my colleague said his was the same percentage.
Since then the merit pool has been zero across all of dxc unless anyone would like to correct me... Either that or my boss hates me.
I presume also that there are he mandated pay bands for grades or job roles too. That you can't be paid more than the ceiling and they definitely won't tell you what those are
I have been "requested" to do my PDP and review it with my manager. I have told him where to shove it and that I will not do anything with it and not to waste our time.
This will continue until the senior management start to treat all of us fairly.
Just had another email saying my PDP is ready for review. Email deleted and ignored.
We need job grades, pay scales, and automatic increments. Or just publish everyone's salary. Our wages will soon align to the market, as the management can't justify the discrepancies within teams.
That is the most honest post I’ve seen on this forum in a while.
It’s pretty much correct what you’ve written, except for the 2 ratings, they are lenient on that and will allow 100% to be rated as a two if you have very few or no 1’s. And if they perceive the Apple cart will break if they risked FAFO with the two ratings.
Having done this process MANY times before I left, lets reveal the big "secret" on how this process is done:
- Direct manager - rates employees with "guidance" on how many of each ratings you should have by job level
- Senior manager - Reviews all their direct managers to make sure they are within "Guidelines"
- Business leader- Reviews the each functional are and region globally to make sure each region is within "Guidelines"
- L2\L1 - reviews each business to make sure they are within guidelines
At each level rankings are reviewed and changes to meet the "guidance" (guidance=Mandate) are "suggested" until the whole area meets guidelines at each job level and in total.
Guidelines Historically (I don't work there anymore so I can't say what this years is)
By Job Level, which means all employees in your area must have the below mix
JL 1,2,3,4,5,6,7
1 rating - 20% Max - No more than 20% of any one job level or in total can get a 1
2 rating - 60% Max - No more than 60% of any one job level or in total can get a 2
3 rating - 20% Min - No LESS than 20% Must be given a 3 of course you can do as many 3 ratings as you like provided they are not all at lower job levels
Now the merit pools are assigned as a percentage of the total salary of the region or functional area. So if you have $1m in payroll and the pool is 1.5% (which it was last time I did this horrible process) you have a $150,000 for merit increases to spread amongst your people based on ratings and where they are compared to midpoint for their job category (guidelines here as well).
So most managers are left with a choice give everyone 1-1.5% increases and have everyone be unhappy or try and pick the people that would hurt the most if they quit and give them at least some thing reasonable ie 3-5%
So right now they are likely waiting for all those levels to "suggest" the modification to the level below them and then providing the amazing 1% merit pool to doll out in the hopes of not losing the entire population. So in fairness its not that DXC doesn't give you raises, they give out a merit pool that is so small against a population that is so far outside of a reasonable salary for the job they are doing managers are left to try and solve as many potential problems as they can with a budget of money that isn't enough to give even the most basic raise.
There’s no redundancies in the UK!
This is absolute BS.
There are small sections where business has been offshored that may be in scope, but that’s BAU.
There are NO COMPANY WIDE PROGRAMS FOR VR IN THE UK!
However if you’re desperate to go!!! Ask your line manager, not your team lead! A proper manager and if they can get to your functional lead who can do VR they will.
This is NOT a secret, there are powers within the teams to let people go. I’ve seen that happen.
@1ars+1scc69g1 On no it's not. Where is this alleged UK Workforce Management happening ?
UK "Workforce Management"* in progress
*Redundancy to be clear
Calibration is the old "high performing team" nonsense, where the bell curve that makes sense at a company level gets applied to every group in the organisation regardless of how small.
You may have the best team in history all deserving of any merit rewards going but according to HR they can't all be top rated, and so the animosity between staff and company continues to get worse
Calibration means looking at all of the ones submitted as a "1" and removing as many as possible.
Then they give a handful of money to the people ranked as 1 and not anyone else.
This is how it works and yes it's sh1t
This is an institution of constipation of confusion of calibration of construction of the pay increases.
Department money always end with cronies and su-kers of Managers
Each organization has been given control of their merits.
Also each organization can give out discretionary raises based on their overall financial performance.
What I don’t know is how they intend to share the money. 1-3% for all?
performance related pay (1 in appraisals).
No guidance has been cascaded from L2.
Given how we all have to enter our timesheets well before the month end, because somehow our IT systems can't cope otherwise, they have all the final and confirmed figures well before April. So they can make any last minute adjustments to the reward plan they've had in place and announce it early April, and it could be in April's pay, or at worse May. Instead we get the vague promises, followed by weeks of silence, and then maybe in June there will be some announcement but sorry we missed June's pay roll so it will be in July... Or of course based on previous DXC leadership, merit increases will be announced in April, then silence and then in September we'll find out they've been cancelled.
DXC need to pay all it employees a fixed percentage like 5% or 10% rather than giving each department a fixed amount of money to be carved up amongst its employee..
Sums up thus company, they hide things, work behind employees backs, always looking how they can avoid paying folks. Then expect folks to tryst them.
Managers know what's going on but won't say.
How can a company not know what thier financial situation will be in 6 weeks when they are running multi year contracts. Must have very bad finance managers.
- I
They’re probably busy pegging back the number of those exceeding to limit the performance-based raises to the absolute minimum.
I spoke to my L3 earlier this week and details of the pay reviews and appraisals are still under review.
No information has been cascaded down.
Early May before the grades will be released.
They have to go to CEO level approval.
First pay right could be June or July. But I doubt they’ll do blanket raises.