Clearly the next step will be to either:
- Lengthen the time window (e.g. 2nd NSI during career = automatic separation)
- Change to mandatory separation in first NSI
6 replies (most recent on top)
@OP Until you unionize.
Anything short of that leaves you at the mercy of your employer.
If you were an experienced hire the during the past few years…get ready.
@ad PIP is the best and safest strategy to reduce headcount. They don't want "XOM layoffs" all over the news
So in my group we are hired in as wage and then we are promoted to FLS if we choose to be. Primarily these positions are for board operators.
The catch now is that less people want to be a FLS because of all of this. Why would you switch from a position that is protected by the union to one where you can easily get fired. Who wants to sit on pins and needles for 4 years hoping that your boss is not some type of a-hole engineer who is only worried about their career.
Best of luck retaining experienced controllers to run your units. I see the writing on the wall.
More incidents incoming…..
when they first rolled out the new ranking system we were told NSI was going to be a mandatory 3%, which differed from the previous system where most years putting someone in the bottom category was at manager discretion.
Also they got rid of a rule where you could not rise or fall more than a certain amount to prevent a situation where you come into a new role and the boss just has it out for you. Now you can be OWD one year and NSI the next...no protection against a nasty boss, making where you move to in your next role all the more important.
So..first year of the new assessment program comes and lo and behold, the 3% is changed to 8%...but HR assured us it was NOT a headcount reduction strategy!!! It had nothing to do with the economy/covid/etc...it remained 8% for several years, then was graciously dropped to 5%.
Not only will NSI never go away, I doubt it will ever go to the 3% we were told it was going to be.
All doubt removed that we are on one year contracts