So all G10s and G11s in CX regardless of performance, skills and time in role will be promoted
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I’ll admit when I saw this post I was calling BS. A few years ago Cisco standardized the review cycle and all promotions and raises were being done at the end of the fiscal year, so to me this call out for a mid year mass promotion within CX seemed like a load of cr-p.
Since this posting showed up I have heard from several in CX who have been promoted.
I’m not sure if this is limited to US CX or if it’s more widespread.
I have been a G10 engineer at CX for 3 years.
I am not low performance feedback and PIP, but no receive yet..
promos were entered in the workday and they were all rescinded. you can verify by looking at worker history in workday.
huge mess of what they were trying to do. so many managers upset by it. hoping promote/retain 2.0 plan comes together fast. cisco makes me drink and i need drinking money.
I've heard all about this - today is the 13th. Where's my promo?
I dont think Mass Promotions are happening.
Do we know if this applies to all regions?
Does it trigger you that you other workers are given a raise. Why is that?
You’re letting your selfishness, greed, and lust for what you don’t have take over.
Think about how you see the world for a second. Trapped in your jealousy and greed.
Grade 4 in CX is going away. Instead, new hires will start at G6 and up.
...i think we're still beating the same drum, which is that this decision is both crazy and biased...
In that Cisco has promoted most of its development staff many levels beyond their ability and rewarded people who make bad decisions that cost Cisco tens of millions each because they're part of the in-group, this appears to be nothing more than an extension of an often failed process.
When everyone is either a Principal Engineer 99 or a Director 99 the work will be of the same bad quality and Cisco's market share, revenues and earnings will still fall behind as they have for years and it will be that much harder to correct course. Without a dramatic downturn there is no incentive to deal with the root problems, and when that happens the chance of responding successfully will be far less that it was after the first layoff of 27% 24 years ago.
"If you are outperforming your peers at your level you should be paid more, but that doesn't mean you have the skills to take on that next level"
absolutely fair - but i think we're still beating the same drum, which is that this decision is both crazy and biased, and is probably about to launch a bunch of people to a level that they are neither prepared for nor deserving of.
if you're MEETING expectations, you're already on the right grade, G10/G11
if you're EXCEEDING expectations, you should be considered for an actual promo on your own merit, and if you're actually exceeding performance you should get it because that's how incentives are supposed to work - work hard, get something for it
These are interesting assertions. I came into Cisco on the software side and most of Cisco's Technical Leaders were neither technical nor leaders as they're measured by putting bugs in a terminal state at a fixed rate. That has almost nothing to do with the job description which should have been the basis of "expectations." By the Principal Engineer level most can't even do that, so it's plagiarized self contradictory white papers that should be an embarrassment to anyone at any level, which also has nothing to do with the job description. If people with these titles had corresponding skills Cisco would have one working routing and switching OS with all the duplicate functionality refactored out instead of a large collection of perpetual dumpster fires.
At well run companies there are a set of defined responsibilities at each level and the work provided to employees is at their assigned level with opportunities for those that want to grow skills needed at the next level. If you are outperforming your peers at your level you should be paid more, but that doesn't mean you have the skills to take on that next level. The world made a huge mistake making up endless levels like Technical Leader 37 so everyone now expects a promotion every year for doing nothing more than making the same mistakes for 20 years.
Confirmed all 10 and 11 get bump to next grade and min 2 days RTO, its obvious they want senior talent to leave with all these insane moves, but we have their number, watch what happens next.
Are you high?
What about grade 12 or above? Would they get some bump
"Performance is taken into consideration. My understanding is any CX G10 or G11 that is NOT on a PIP and is meeting performance will receive the promotion. Not sure who is saying that performance doesn’t matter, it does"
it doesn't really though
if you're MEETING expectations, you're already on the right grade, G10/G11
if you're EXCEEDING expectations, you should be considered for an actual promo on your own merit, and if you're actually exceeding performance you should get it because that's how incentives are supposed to work - work hard, get something for it
if you're TRAILING expectations, you should probably realistically be on a PIP - and if your leader hasn't done that yet, then you probably get the promo too purely based on the timing
as someone said on the other thread about this topic, what about if you're in CX as an exceptional G8 or G9? you just have to watch someone get promoted above you just for MEETING expectations while you might get overlooked despite EXCEEDING? or if you're in a different BU as an good G10, while a CX average G10 gets bumped? what about people who worked hard to be hired as a G12 or get promoted to G12 who are now going to have to watch a bunch of entitled G11s start to put words like "principal" in their job titles as if they're suddenly on the same level? what if you've spent 11 months absolutely crushing your new hire G10 role in CX and get nothing?
outside of how happy this will make some of the CX G10/G11 who know this is the only way they'll get promoted, this is some bs for anyone else in the company
All CX G10 and G11 who have been in grade for over a year and are not on PIP or marked as “not meeting expectations” in workday, will be promoted. Salary will be leveled to around mid zone 1 for those impacted. People with same grade will have the same salary. In many cases, this will mean crazy salary increases.
For those who say that performance is taken into consideration, it’s BS. Being a low performer or not meting expectations is two very different things. Every team have ppl who grind and deserve more than others who just do the bear minimum. It doesn’t mean the latter are not meeting expectations. However, with this move, everyone will receive promos. Such a socialist bs with zero meritocracy.
Just a grade number change potentially. No salary change. It boosts self image.
such BS, Im gonna leave and go sell everything to remove csco from the earth
Where did you learn this information?
Then layoff 10% in October ?
Performance is taken into consideration. My understanding is any CX G10 or G11 that is NOT on a PIP and is meeting performance will receive the promotion. Not sure who is saying that performance doesn’t matter, it does. Also, if you’re not included in the majority of those being informed within the next 1-4 weeks, I believe it will happen during the fall merit cycle
If you think that performance, skills and time in role will be some sort of guidance to promotion, you obviously have not worked at Cisco very long.
if so they will lose the G12 who have been in role for years bringing in more value than 10 grade 10s, yes thats right cause they work directly with leadership on both sides. Why not leave and take the customer gig for more money and yearly raise , and will go with best vendor for tech not some of the junk Csco pushed for every need.
Low performers not included
was told of promotion last week
now told it is delayed
Leader was able to promote 25% so did not seem like across board. Is delay true or an out to disappoint others not getting new grade.
Did mention it was anyone in grade for over one year or longer. Would like to see specifics of email that started all of this.
If 4 retention should have been RSU grant
Needs performance factor of either critical to retain or high ipf