Thread regarding Intel Corp. layoffs

More great ACTs are coming just w/o $$$$$$$

wow

Not sure if I can even be in my same career due to the medical condition.

Taking vsp and being in the open market without knowing if I can make it in a new position.

We aren't talking job skill here (the vsp doesn't call that in question, we just aren't a+ employees) it's a question of physical and mental stamina.

It's hinted that not taking vsp might lead to isp

I am on MLA and the doctors might want me to go part time (good way to see if I qualify for long term).

How would I get back to part time to prove my physical/mental capability if I get Isp before I can get back to work.

This MLA happened before review or layoff announcement and got average performance but long time in position so qualify vsp

Doesn't intel have a responsibility to meet ADA requirements.

Sounds like if I take vsp I end up obsolving Intels Ada requirements. I believE we have long term disability. Not sure if it's for life. Thought it was

@1ibw, good to see you here. Enjoy the sights while on the road.

i will met the rule 75 by 9/20, can I ask for ERP?

I talked to VSP support and it is 65 years old for ERP NOT 60 as this implies .

Anyway there is No negotiations for More or extra months of pay etc. If you take the VSP then you have 2 months pay + x amount of weeks for every year you have worked at Intel + 6 to 12 months of medical + APB and 1 day bonus. That is what you get. Now I am taking it and moving on as best I can and not looking back.

Was there an open offer of a VSP? In years past, Intel would offer a generous VSP that anyone could take, before the forced layoffs. They were close enough together that someone laid off could at least save face among colleagues by claiming to be taking a good offer. There was no such thing with last year's ISP. Everyone had to leave on the same day, thus broadcasting to the world that they were fired for performance.

I wonder how many H1B's are included in this round.

Next quarter, there'll be an uptick in sales. And BK will run to the govt and say, "we need 12,000 H1B's, we desperately need to fill these positions and just can't find any US citizens to fill them..."

they hire H1Bs

Can anyone explain this policy of marking people as "non-rehire." How does Intel win when the business upturn occurs?

Performance ratings (call it new or old) can be pro or con depending on how strong your manager is, and how well your relationship works. Two equal managers can rate their employee(s) drastically differently depending on their own perspective. If a manager is weak then you will stack up weak. If you are a person not prone to argue the point and go along--with the 80/20 rule--that most employees fall in the middle, then you will support the process. This is a process for rating performance and layoffs not just at Intel but at other companies as well. That performance process --once delivered--serves as legal documentation of your performance for Intel (or whatever company). It is to protect the company, not the employee. I wish everyone good job hunting for those choosing to move on, by choice or otherwise. It's difficult, especially for longer time employees who are not much connected outside of Intel. Use any resources that the company offers, and don't wait to start looking.

The erp is for over 65 or rule of 75 or over 55 +15 years at intel.

Tensed. Am I at risk?

2015 SL5

2016 SL3

@-rri, are you saying there was no BE three years ago?

Wow. Sucks for those of us who don't fit any of this criteria but will still be axed by project cuts. I wonder who gets mandatory VSP vs redeployment?

"i think poster meant BE in spirit...SSL4 and 5 are the new BE"

It now appears in retrospect that BK has been planning for this ax job ever since he scrapped BE, by deceptively labeling SL4 & 5 as "successful". Those who are complacent and stupid enough to think the "new" successful is the same the old successful rating had been walking to the chop block unbeknownst to themselves.

It could also be the case that BK did not have the guts to do this right after his entry for fear of backlash at all levels. Now that he armed his top staff with his confidantes, he could go with the plan.

"there are ppl who still refer to Focal as R&R and that's been gone for over 10 years"

R&R isn't totally dead. The 4th level manager in our group has insisted on it for the last two years. He and the 3rd level managers sit in a circle and determine the performance rating and SL for everyone. I've never met him and only know one of the 3rd level managers, so I got successful plus SL5 last year. This year my manager fought harder and I got SL3. I talked to HR last year and they said that successful plus SL5 doesn't make sense, so I started the ODI process. Once an arbiter was assigned I learned that, while unusual, there are still some managers that do R&R. Based on that I cancelled the ODI figuring it was a waste of time. I'm hoping the age 60 for ERP works out. If so, then I'm out of here.

i think poster meant BE in spirit...SSL4 and 5 are the new BE. I understand what OP is saying perfectly. Hell, there are ppl who still refer to Focal as R&R and that's been gone for over 10 years...just sayin.

Nobody pointed out that BE doesn't exist anymore? I'm not calling out OP as totally incorrect, but that's either a typo or something else...

managers already know, they were informed last week

When are managers informed their employee is being laid off?

Just tomorrow or do they know this already?

It appears that the VSP criteria listed is too tight. 4 consecutive SSL3 are unlikely. You would fall on either side of that distribution at some point of time. If you are on the negative edge of it, it means you are an ISP anyway. Couple that with 2x mean time in a grade especially for 7+ grade levels where the meantime is large, you are not going to meet the 4-5k number suggested initially. What are your guys thoughts? Anyone from HR comment on the size of the population meeting the criteria?

I'd just want to make sure that I'm reading this correctly:

ERP: Anyone who is over 60, Rule of 75, or new Rule of 70 55 and at least 15 years of service.

Will everyone over the age of 60 be offered the ERP regardless of length of service? If so, I'm a very happy camper. Time to tune up the motorhome.

does anyone know why the above post leaves out LOS for ISP? It stated that on the leaked foil so i'm assuming you get LOS with your 8 weeks for ISP

All intel employees know the acronyms..

This is really cutting the fat.. been to JF site lately? Lots of fat to cut cut cut..

What happened to Broxton? Too much fat on it...

@Adler

It would be good, if some one can describe what is S SL5?

Is it abbreviation of Successful stock level-5?

What is meant be EE or O?

Yes on the S SL5.

EE usually means exceeds expections, O means outstanding.

Sometimes EE means exempt employee though.

does anyone know why the above leave out LOS for ISP? It stated that on the leaked foil

@H4yq2KR-lvp SSL = Stock Share Level (what your manager feels is your expected future value to Intel)

Ratings: EE = Exceeds Expectations O = Outstanding

If you have been rated Successful with SSL4 or 5, consider that you are being assessed as performing Below Expectations by your manager

****If Recent College Graduate (RCG) or New Hire, low SSL may be because you are new to Intel and not necessarily a measurement that you are not valued, just that you haven't had time to demonstrate your value yet

What exactly do they ask you to sign if you get ISP or VSP? What if you disagree with their performance evaluation and don't sign their papers?

but why does the above leave out LOS for ISP? It stated that on the leaked foil

It would be good, if some one can describe what is S SL5?

Is it abbreviation of Successful stock level-5?

What is meant be EE or O?

This is right on. It is very well planed out folks. The timing that is.

": @H4yq2KR-ldy: on net from ISP/VSP/ERP from this round (let's call it X) we will know how many are targeted in canceled projects and site closings (12000 - X)"

If you are thinking of taking VSP, or even if you've decided that you are taking VSP (like me), I highly recommend the following:

Take as long as possible to make the decision. HR and management has a STRONG desire to maximize the numbers of people leaving through VSP. There is little to no risk of combative behavior. It protects the company on many fronts. And, it absolves managers having to go through painful firings of people, which most people don't relish doing.

Trust me, they would be doing cartwheels if they get the vast majority of their 12K number through VSP. So wait it out. Wait, and hope that people are NOT taking them up on the offer in the numbers they want. Accepting the offer immediately takes away any ability for you to assess the situation, and potentially negotiate for more.

My dream scenario is that I hear through the grapevine that people are not taking it in anything resembling the numbers they need. If that's the case, the my plan to negotiate for more has better likelihood of success. Trust me, regardless of the situation, I'm asking for more. But, if the numbers are low, they will start getting desperate to get rid of people like me as the days and weeks go by.

I'm close to Rule of 75. I'll ask they give me the benefits of that.

I hit my 8 week sabbatical in March, I'll ask to take that before official last day instead of lump sum.

I'll ask for extra weeks $$ to be closer in line to the 2014 VSP.

I'm not saying they will give me any/all of that. I am saying a few things. 1) You will never get what you don't ask for and 2) They have negotiated many times in the past on VSP 3) They will be desperate to maximize numbers on VSP and most importantly 4) They are DYING to get rid of people like me especially.

I'm not saying I have leverage, per se. I'm not saying I'm going to be all "Give me this or I ain't taking it", but I am going to ask for more than they offer. I'm definitely not saying you play this game if you aren't willing to have you bluff called. I'm leaving regardless. But I'm not letting them know that. I'm gonna milk it for everything and I'm gonna hint that I'm close to agreeing but it's just not enough. What's the worst they can do? Say no? I will play up the "well, I really was hoping to stay 3 more years til I hit Rule of 75. I'm thinking I will stick it out. I am well connected, especially within DCG." I will play up the "hey, I cost you guys when it's all said and done probably ~$500K a year - salary, bonus, stock, RSUs, insurance premiums, etc. Throw a small extra on top that barely impacts you at all, you get to send me away and still save a boatload of money as well as improving your diversity".

Wait. Negotiate. Play up that you are thinking about it, but still think you'd like to stay angles. The more of us do this, the more likely the smart ones among us can get more out of these f---ers.

@H4yq2KR-wxu if you qualify for both, they are mutually exclusive, so if you decline the ERP (which is voluntary) you will be termed by ISP so it makes no sense for you NOT to take the ERP if it gets offered to you. Basically you'd be given a choice to resign or be fired but you won't have the option to stay. And that's only if Intel decides to give people who qualify for both the courtesy of allowing them to choose. In either case, I would assume you will still be marked as ineligible for rehire (due to the ISP designation)

What happens if you meet both the ISP and the ERP criteria? Do you get ERP or ISP? If ISP, do you get any other retirement benefits?

folks, real important to remember that just because VSP is offered doesn't mean that people will take it, the majority of ppl opt out...its not forced, that's why its called "Voluntary" separation. They could offer it to every single ee if they wanted to, from the fear of many people on here its very clear that most don't want to leave...nothing scary about VSP, if it gets offered just decline it. But know that if you decline it, you are at risk of ISP if you don't get an EE/O or promo in Focal 2017. Seriously examine what has happened over the last few years at Intel and what is happening right now. Then seriously ask yourself if you get offered VSP next week, are you, at this very moment, in a position or tracking toward promotion or EE or O this year? IF not then you should seriously consider taking the package and leaving. VSP has the option to be rehired, just because you leave now, doesn't mean you can't return. But if you stay and get impacted by ISP a year or two later, you will never be able to return to Intel. Just some additional perspective....and as always, keeping you all in my thoughts

do you get LOS with ISP as well as the 8 weeks?

It also depends on the group, some groups promote faste and some are slow.

I am told it takes 4 years to go from gr6 to gr7. If that is true, all gr6 would be vsp'ed.