Just heard from my HR friend that with this year they start new performance management and compensation program. One of the key concepts to be introduced is that underperformers will be given choice to either leave or accept 5-10% salary decrease.
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This post "7 months ago by labor" is 7 months OLD are you all f*cking mo–n's
This initiative is being introduced after Lorrie and his Chief Steak Cutter are leaving? Their performance was so underwhelming that the share price fell to the bottom of the swamp.
I heard a long time ago that this could happen but nothing came to pass and I forgot about it till seeing this. On one hand it's not good, but its their attempt at an incentive. I lost a bigger percentage to slimy Mark H (T)urd and his greedy, slimy little self without any decrease in my performance
CUT my salary by 5% to 10%, then I cut my hours and output by the same. If they want to FIRE me then have the balls to do it
Anyone that gets ""exceeds all expectations" has a lousy manager. Because after the 1st time that manager would expect more from you and the next year if youy did the same it would only be a meets,
Your one lucky person to have a manager that doesn't have a clue
No surprise here...I had to take a 10% reduction in 80's from a service bureau I was working for..the reason...the company claimed people were abusing the saving program so it was costing them 10% of their profits to cover the expense (?)...so guess where they were collecting that 10% from....
Exceeds all expectations you either a kiss a$$, or your manager doesn't expect much from you.
My meets expectations is others exceeds. My managers expect a lot from me because I always do what is needed and more.
@Yn5CoOI-1cnt I completely agree that the company is woeful at compensating employees fairly, but I have received a payout from the sharing success programme for the past 2 years. I believe it's limited to employees who receive "exceeds all expectations" ratings, along with some other factors as to what you actually receive.
3% of annual salary is what I've received on both occasions.
@Yn5CoOI-1pia yes "performance management" is used to force people out - I've seen it happen.
Its supposed to be a process whereby you are warned about what is lacking and you are coached to improve. Instead its just "we don't like you", followed by "we still don't like you" and then "sorry you failed to improve in an unspoken way" and then you are fired.
Deep joy.
And then if you live in a country where such things are illegal, you take DXC to court and at the last minute they settle out of court before getting a judgement against you.
At this point (probably 18 months down the road) you have lost money pursuing the legal action.
In the meantime, you cannot get another job because you need to clear your name before anyone will employ someone accused of being sh1t at their job.
True story sadly, many times over.
I can only think of gross negligence that threatens the life and limb of others (Pilot negligence endangering lives) where dismissal as a first response would be legal. Otherwise you would expect the capability procedure to have issued the employee with at least two written warnings over a period of time in order to judge whether the effects of DXC's management support and training (tongue firmly in cheek) had resulted in any improvement in employee performance.
This was the salary structure in the EDS days. When they took over UK accounts we were told that our current salary was the 90% and we had a chance of getting the extra 10% or portion thereof. It worked for a few years and then didn't happen. In this way we were actually on the scheme. Since then we have gone through EDS/HP/HPE and as others have said, any change will need individual contract changes - they can go f**k themselves.
@Yn5CoOI-1eyf and who here imagines that the 10% will ever be paid....
Anyone remember the "sharing success" scheme from DXC? If we exceeded financial targets a pot of money would be divided up across the employees globally....
That silently fell into the dustbin, despite the target being exceeded.
Straight fraud.
The salary structure will be 90% base +10% variable i.e. monthly bonus. Raises applied to base only when variable is at 10% level. If for example variable part is at 5%, the next raise would bump it up to 10% so there is always room for decreases that are compliant with legal law. While this program has not been approved yet, it very likely it will be intorduced in 3Q19.
This is unlikely to happen because when Hurd tried it at HP in early 2009 it was not successful. Most countries (especially those like UK, Europe, Australia) labour laws don't allow this unless its "voluntary" and so in those countries less than 1% agreed to the cuts. In HP it was reversed in late 2010 after Hurd was fired.
Sure buddy. This will never happen for a ton of reasons. But you feel good to have posted this scoop, huh?
This doesn't surprise me at all... A long time ago (more than 12 years) the then CSC broke contract with all of its contractors Australia wide and then rehired them at a lower hourly rate. They had a choice either accept the new rate or leave. Some left, most stayed. I did the maths at the time. It saved about $580 in total over the remaining period of a project in our state! ... lol
If your offered a package, take it. Don't hesitate because if the company goes belly up you may get basic entitlements only.
Don't forget... The company has debts of over 8 billion USD. It can service the debt right now but who knows how things will be in 12 or 18 months from now.
If there is no upside and only downsides to working for this company, its end is near.
"Performance Management" in CSC/DXC is a big joke. Who gets what is decided by the reporting managers long ago. Managers threaten employees in the name of 'non-compliance' to acknowledge whatever he writes in Workday... we go through all those boring exercises every year just to keep managers/HR happy.
If they try to lower my salary, then I lower my output as well by the same percent. No pay raises in 5+ years is almost the same as lowering it.
Delete: ‘performance management and compensation program’
Insert: ‘performance management and NON compensation program’
Fixed it for you.
Don’t mention it. 😂
This seems to be different than the current plan where underperformers get huge bonuses and stock options.
Agree with Yn5CoOI-jow - probably in UK DXC would be breach of the employee's contract - levelling a pay rise across the board at 0% and en masse is possible and legal (not ethical though)
Hmm...that wouldn't work in the UK. Salary is considered a term of your employment contract and can only be changed with both party's agreement. When they tried something similar back in the dark days of Mark Hurd (pitched as an alternative to redundancies) they got VERY few takers.
Beinf forced to take a pay cut due to a dubious rule for underperformance would not pass Australian industrial relations laws. Instead DXC would need to performance manage employees
Better outcome is to tell HR to STFU and ask for a WFR.
Didn't HPE actually just apply salary cuts across the entire company? (well, just the plebs but thats a given)