Apparently there were at least two surveys that managers filled out with who gets laid off. Good thing to know for those getting lawyers.
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If you heard a director-level refer to subordinates as "little black boys," do you think the survey was fair?
Not sure to attach on this site but here it is word for word.
EMPLOYEE EVALUATION MATRIX
FOR REORGANIZATION
The Employee Evaluation Matrix should be used as a tool to identify employees to be retained after the organization has conducted an analysis to determine which functions and positions will be affected. Where necessary, the matrix may be modified to incorporate relevant criteria for a particular department or function. For example, if an individual has a unique skill-set critical to ongoing operations, that factor may outweigh some or all of the other factors in the evaluation process.
The factors used will take into consideration the abilities of the employee and the needs of the department and business. The matrix will assess an employee’s ability to perform the duties and tasks that will need to be performed after the reorganization. The scores are totaled and ranked. Higher-ranked employees should be retained.
Multiple criteria help create a broad and balanced perspective of the employee. Using multiple criteria enhances fairness in the process. Consistency in the application and ratings is critical to a fair and successful assessment process.
- KNOWLEDGE, SKILLS, ABILITIES, TRAINING AND CERTIFICATIONS TO PERFORM IDENTIFIED FUNCTIONS IN THE NEW STRUCTURE. Consider the level of knowledge/education, skills and abilities in relation to the duties and tasks to be performed and whether additional training would be required. An employee with specialized training eliminates the cost and time of training others. Consider certifications and training that result in additional skills or information that adds to this employee’s value to the department or business as a whole. An employee who does not possess the knowledge, skills and abilities, who would require more than minimal training, or frequently needs instruction would rate below normal. An employee who possesses the knowledge, skills and abilities, who would require minimal training, and who effectively applies knowledge and information to satisfactorily complete tasks would rate normal. An employee with more than the minimally required knowledge, skills and abilities typically indicates that an employee has the specialized ability to perform work at a higher performance level without much direction from supervisors and would rate above normal. Rate the employee 1 to 2 for below normal, 3 for normal, and 4 to 5 for above normal.
- VALUE OF EMPLOYEE’S INSTITUTIONAL KNOWLEDGE IN THE NEW STRUCTURE. Consider the employee’s institutional knowledge. An employee who has minimal and/or a limited scope of institutional knowledge would rate below normal. An employee with some institutional knowledge would rate normal. An employee with significant and/or broad scope of institutional knowledge would rate above normal. Rate the employee 1 to 2 for below normal, 3 for normal, and 4 to 5 for above normal. If institutional knowledge is not applicable, indicate N/A for all employees.
- EMPLOYEE’S ABILITY TO PERFORM A WIDE VARIETY OF ADDITIONAL DUTIES AND TASKS IN THE NEW STRUCTURE. Ability to work cross-functionally is highly desirable as positions are eliminated and remaining employees are sometimes asked to perform a wider variety of duties and tasks. An employee with ability to perform a limited number of duties and tasks would rate below normal. An employee with ability to perform all duties and tasks of a position would rate normal. An employee with ability to perform duties and tasks of multiple positions would rate above normal. Rate the employee 1 to 2 for below normal, 3 for normal, and 4 to 5 for above normal. If the ability to perform a wide variety of additional duties and tasks is not applicable, indicate N/A for all employees.
- EMPLOYEE’S DEPENDABILITY. As an indicator of reliability, a higher rating is desirable. An employee who does not meet commitments, misses deadlines/meetings, or does not comply with attendance and punctuality requirements would rate a score below normal. An employee who meets commitments, is reliable and who meets attendance and punctuality requirements would rate normal. An employee who completes assignments in advance of deadlines, properly schedules time off, rarely misses work and takes department operations into consideration when requesting leave, and who has demonstrated a commitment to their professional growth and development with the company, would rate a score above normal. Use caution when considering employees covered by the Family Medical Leave Act (FMLA) or sick leave. FMLA protected absences cannot be a factor when determining an appropriate rating for this criteria. Rate the employee 1 to 2 for below normal, 3 for normal, and 4 to 5 for above normal.
- EMPLOYEE’S ABILITY TO ADAPT TO CHANGE. A desirable skill if employees will need to be flexible to handle changing work conditions. An employee who has demonstrated resistance to change, complained about change, or who failed or hesitated to implement change would rate below normal. An employee who has willingly accepted change, quickly responded to change, or who carried out instructions for implementing change would rate normal. An employee who has embraced and/or led change, consistently exhibited optimism for change, and who has overcome resulting obstacles from change, would rate above normal. Rate the employee 1 to 2 for below normal, 3 for normal, and 4 to 5 for above normal.
Here's what I heard the questions were, and yelled we're rated 1 - 5.
Knowledge.
Ability to provide a wide set of skills in new structure.
Dependability.
Ability to adapt to change.
Institutional knowledge.
Very vague questions. Totally biased, but that's expected of Gulfstream that our managers think they're gods.
Were these surveys for the October, 2019 lay-off or the May, 2020 one or both?
How do I get a copy of the survey? Is it available anywhere on the internet?
Is the survey posted on here? Just the 5 questions thing on a scale from 1-5?
Someone already posted the survey. After seeing it, I now know why I am gone. My boss was new to me after being brought back over from another program and being asked to reorg. He seemed like a very nice guy. He probably had no idea how hard I worked on old programs cleaning up problems, and since I managed the issues quietly and effectively, I never got on his radar. He was dealing with the problems that weren't being solved with his people from the other program. Thing I worry about is a guy they kept that I worked hand in glove with is retiring, but hasn't announced it yet. This will mean a hole that they don't know they have. But this leaves room for the young guys to learn the ropes. It has been a very good run. I will miss my friends, colleagues and the company immensely.
When/If someone does want to release the survey could you some how post it in a way that everyone on here could see it please?
The surveys went to up management and the leadership team. They what people with high benefits, pay well, 5 years or more at GAC & over 46 year old.
See a lot of code words for “over 50” there. My lawyer will be asking for those survey results if this legit. Whoever has a copy, how do we connect? Can I provide an anonymous Dropbox that protects us both?
I want to know ALL about it!
The survey was called the “Employee evaluation Matrix for reorganization” in case anyone needs to know.
A copy of the survey on this site would be nice.
I bet a lot of folks will be working free OT now. I didn’t foresee them handing paid OT back now.. and I can only imagine their workload at this point. Yikes! Nope I’ll be happier elsewhere NOT working for free. Thank you very much.
I wasn’t going to slave myself giving them free overtime because they already got me for a steal when I went direct just before 3 layoffs ago. Took a HUGE pay cut going Direct with them.. and no hope for advancement anywhere ever. Haha GOOD LUCK GULFSTREAM you will need it.
In my department I think a lot of guys were expected to work their tails off overtime without pay which was cut years ago.. thinking that may have been what did me in.
The element of ugly depends on how objective the mgr. is. My mgr. was a hold-over from the 1980's. The only sys. he knows is the archaic main frame. Good bye Gulfstream. You've done it to yourself.
Knowledge, skills helpful in the new structure.
Ability to provide a wide set of skills in new structure.
Dependability.
Ability to adapt to change.
Institutional knowledge.
1-5 in each area.
Well what did the survey ask? What were they surveying?
I was a Manager, this is true, I have a copy of the survey.
Who did the surveys go to besides your direct manager?
What is your source of information?