Is it LL6, LL5, an “algorithm”, HR, etc?
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After 2019 SRD process done by a consulting firm, every division developed a list of potential candidates to be removed, by the end of 2019, then 2020 and 2021 many of those who retired had been contacted by their spvrs or managers checking w/them their intentions. Those Voluntary separations received a separation package. At the formerly known TDE, managers "retired" in summer 2019 and additional ones by the end of 2019,2020 and 2021 along many GSR's that were close to retire and their jobs were deemed so essential.
I was one of the LL6 that were approached by my LL4 after the SRD processes ended in summer of 2019 and I retired by the end of that year.
Some of the managers "retired' (Capoccia, Varhatian, etc.) in summer 2019 tried a lawsuit against Ford but they got peanuts in return.
One those managers just had came back from a stint in Australia for 3 years where he did an outstanding job but as he said to me, he did not have enough support from Ford NA so he was SRD'ed in summer 2019
The other manager was well respected but as with the other one, he did not have enough backup in Dearborn WHQ to keep him employed.
Instead, Frat boys remained at TDE running the show
Some of those frat boys from GMI, MSU, etc, retired with golden parachute in 2020 or 2021. They knew that more severe cuts were coming, they told their TS to move out as soon as possible or to be very visible otherwise their time at Ford was limited.
Most TS started to take on project outside their expertise as a way to be under the limelights, it seems that for most of them it did not work. Friends of mine were lest go a couple of weeks ago, very professional engineers but according to the reasons given for their dismissal they were too expensive to Ford to take care of OPD assignments.
There have been 2 cuts this year, March and August, some people who were allowed to stary are retiring as we speak, most of those GSR's have a fully vested pension and do not want to lose money from it due to interest rates.
It is an unofficial cut but in some areas many heads will go out. It is expected another SIRP before the end of the year in some areas as Transmission Driveline Engineering and Engine. According to a HR friend of mine even though TDE lost 30% Head Count in August still it is too fat according to HR metrics
Now Ford is not afraid to do SIRP's, no more incentives to retire, severance package will be the norm
I watched a gaggle of LL6s conduct a whisper campaign against one LL6 for the past year. They would casually drop “ole XYZ is doing GSR work as an LL6” into conversations with the LL5 and others. Others including the LL5 began to repeat this nonsense.
And sure enough that LL6 was cut. This is how the gaggles of mediocre LL6 eliminate the one LL6 who was excelling at their job. The inept can’t do their jobs so their job is tearing down others to make themselves look better.
From what I see:
does LL4 like you = not cut
does the LL4 dislike you = cut
does the LL4 dislike you, but you may be useful/valuable to them in future = toss up
Decision is made at LL4 level. LL5 have opportunity to review. There have been occasional changes from LL5 input but not a whole lot. The majority of the process is mechanical and based on cost and age alone. Skill and job performance helps every now and again but is largely irrelevant. Your LL5 didn't fight for you.
I think our LL4/LL3(?) + our 2 LL5's decided a couple weeks ago
Email Farley or Ford and ask.
The LL4 made the decisions in my area. He cut the people who don't like to kiss his a-s. No joke. Zero regard for qualifications.
Need to be the boo t l -i c ker
The ones that cost the company the most money, go.
ummm....the "algorithm" is if you are part of the "old boys or girls club"