For a rough guide for US staff groups:
- Supervisors/Managers whose groups are not impacted - will find out at roughly the same time as everyone else. Maybe an hour or two before. They won't even see the list until after the announcement.
- Supervisors/Managers whose groups are impacted - Will generally find out about two or three weeks in advance. Unless the manager themselves is impacted. They will get trained with HR on how to deliver the news to the employee.
- Director level - Generally follow the Manager rules, but might have some say on who goes in their groups, especially if there is a close call on cutting person A vs person B. They will find out a few weeks earlier than the Mangers that something is coming. If the manger is impacted, they might deliver the news to both the manager and those impacted in their group.
- VPs - Here is where the names are chosen. They will be signing the 'special CDAs' for 'Codename Project Access'. Most of the cut decisions will be made between the VP and HR reps. They will be mostly looking at a demand from above that a certain number of people need to be let go.
The VP and HR will then go through and pick people based mostly on demographics (age, gender, race, job level), with very little consideration given to performance either way. The cuts will be targeted so that the demographics of the cuts try to match the demographics of the group to reduce the chance of legal issues. (i.e. If 30% of the people in the group are demographic ______, then about 30% of the cuts should be demographic ______.)
The list will be 95% final a month before announcement so HR can get all the paperwork ready to go.
3M does this in a very inhuman, almost mechanical process, one senior leadership should be ashamed of themselves for creating.
Bumped from @2kji+1m96Ng5q for important info.