In general, what is the criteria for laying off? Tickets closed? Hours at keyboard?
7 replies (most recent on top)
Criteria:
Breathing
Years of service and position in salary grade, FRP vs. GRP, "growth" potential....
It's clear that performance seems to have little to do with it, leaving it almost solely to how much you cost. If you're high in the LL6 or especially GSR bands, chances are they deem you as not adequately contributing enough relative to your lower paid peers (cost/benefit ratio). Now age starts to creep back into the conversation.
Remember Ford considers you competitive at the 50th percentile and overcompensated relative to your contributions beyond that. I don't think it's much more magical than this. Supervisors probably get a mulligan because they manage people, but those in leadership who do GSR level work probably need to be very concerned- and there are A LOT of those.
Company is being run by Frat buddies who only care about their salary and bonus and do not care about the well-being of the company…they will run this company to bankruptcy guaranteed.
Criteria? Your last name isn’t Ford.
So if performance was not part of the criteria, why do anything other than apply for jobs outside the company?
Pension, age, salary grade, randomness(algorithm), etc
Lazy HR s and drunk lower levels are the criteria