Anybody understand the purpose of “leveling” that changes the job code of an employee with fewer than 8 direct reports from “manager” to “individual contributor”?
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Before leveling we had red-lining ..Does anyone remember that ?
Purpose is to get rid of as many management layers as possible, reduce bonus-eligible staff, and along with “span” (not mentioned but also being implemented) enable reduction in number of employees.
Well this is Xerox so you know it's to definately screw the employee
Also it is 30 now, not 8.
They did this a couple of years ago in engineering to reduce the total number of levels from top to bottom. The first level managers that were converted to team leads kept their pay, benefits, etc and continue to do all of the tasks (including HR) that they were doing before the conversion. In the end, the effect on the converted employees was nil.
Just another way to screw an individual employee. Was probably a Black Belt task
identified by HR.
This has been talked about for years but I don’t know of any instance where it was really implemented.
Only makes sense as a precursor to adjusting grade levels. As I recall, they did this a few years back, with the effect of moving some people (at least on the engineering side) out of bonus plans. It also likely shifted them to a pay grade where they were well above midpoint and would not be eligible for future pay raises.
I have no idea whether this what is planned or not. If not, all it seems to do is move effective reporting relationships out of GEMS to create the fiction of a flatter organization.
Levelling is stripping out management and management layers shortly afterwards. It's a consolidation and reorganization tactic in a diminishing operation, necessary if the chief Vs Indian ratio is to be maintained or improved.
It means you’re 1 step from the door. Pretty obvious