Does Honeywell demote people? I see lot of people saying they are principal program managers on their LinkedIn but they are actually lead p managers in the system.
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UCP is a rough ride... Let’s say you are a good worker and are taking the UCP for an engineer seriously. You maybe move up 2 rungs on the ladder in 5-8 years, but then management ‘has a leadership flow-down meeting’... Bottom line, after so many years of dedication, there are missing rungs and glass ceiling.
For example,
Achieving band 4 as a non-manager became quite difficult about 10 years. Fellow engineers retired without replace at a jaw dropping rate starting about 5 years ago (so unless you have a couple PhDs, forget about it) (real knowledge means very little). Staff engineering titles just flat out disappeared overnight and that speaks for itself, right?
Now, Lets combine this with the trend that people with 2 years experience (or new grads) are becoming senior engineers... at this point one realize it’s a free-for-all in which there is no said ladder to climb.
Hopefully this gives someone who is on the younger side of their career some insight on the game.
They also play games with promoting people to do lower jobs. The manager shakeup a while ago resulted in most managers being promoted to “senior mgr” with no change in job duties. Probably the result of not being able to get people to even apply to be a manager.
Then let’s talk about all the “directors” with no direct reports and no visible budget authority?
Lesson. What counts is money.
Leaving Honeywell for Raytheon was an eye opener for me. Benefits are half the cost and I got thirty percent more to move to south Florida. So many years wasted...
Yup. I got my MIP reduced in the retitling project. Kept the same salary though. So they cut MIP 5% and I just stopped all overtime and nighttime calls.
On an hourly basis it was a 15% pay raise
Retirement is around the corner.
Honeywell has rationalized titles three times in the last 20 or so years. Each time titles were adjusted and the number of bands changed. The true impact was in the salary ranges for each title.
Example is the most recent change staff engineers were changed to principal engineers. The Salary bands were not changed and many of these folks were suddenly at the top of the range and unable to get raises above COLA. Remember that a 2% raise is nothing more than inflation at best... not a raise.
The other game that is played is the COMPLETE disregard for the unified career path which gives guidance on appropriate authority based on grade. Many E2s in Honeywell are lead engineers on large (10M plus) projects. Go read the UCP and compare it to the projects rosters. Notice the situation by location. This is the result of cronyism that has pooled the band four population in only a few disciplines and locations. With so many band four people in one or two sites it is impossible to balance the other locations. All of this is clear to leadership looking at MRR and TRR and has been known for a decade. If they wanted to fix it they would have during the constant RIFs. hence... cronyism.
Yes, they went through a massive job title reconciliation last year that shifted a lot of titles downward, especially for individual contributors.
Of course they do. They call it "re banding job functions" as an example.
Absolutely. Especially during their frequent re-orgs.
Demoted only in title. Principals went to leads, and staff went to principal...
They dont