Thread regarding Gulfstream Aerospace layoffs

Gulfstream Re-Org Criteria
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.

1. 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.
2. 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.
3. 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.
4. 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.
5. 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.

I have the document. Some people were actually let go based on it. Some were let go because they were problematic to the status quo

I’ve seen some that were let go because they didn’t now before their superiors. They were very hard workers, just wasn’t part of a clique.

You lost me here If you are still there then I guess you aren’t laid off. If you are still there are you worried about the next rif? Well back in the day it was 10%. Contractors go first. But these days it’s 25%. That don’t mean 25% across all depts. it means a director can cut 50% from one dept and use it to make up for his 25% across the board.

This is what I heard. Rated 1 - 5.

Knowledge.

Ability to provide a wide set of skills in new structure.

Dependability.

Ability to adapt to change.

Institutional knowledge.