Rumblings of some reorgs happening again.
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@7tr : Further info, supervisors are given a percentage of employees that can fall into each category on PIRC so the true reflection of your performance is null and void…it is just fitting you all into a box… ultimately management- those who don’t know you or your work habits- will rank you and squeeze you in where they want you regardless of what you do for them. This company takes some kind of sick pride in having a majority of average workers. If you strive you make everyone average, your organization will only ever be average…. Dear FE: You won’t be a “ premier” utility until you retain and reward premier talent. You want to treat folks like mediocre performers, you will be a mediocre organization. You can’t have it both ways.
I see a lot of dislikes on comments. Brian X. Tyranny, is that you? Or another C suite member who frequently performs fellacio on BXT? Or maybe just a small time bootlicker?
@a05 Looks like layoffs. Got to balance the FE budget to make it to a Primer Utility l!!!
Any predictions for the FE Live on November 20th?
@OP Just wait until PIRC. I wonder how many "Developing" scores your supervisors will hand out. This company is dust.
Many employees are fed up with it. Working the bare minimum, having long commute (just wait until snow starts), refusing to work any OT (remember FE employees you DO NOT HAVE TO WORK OT contractors unfortunately are sh*t out of luck). Morale since March has been in the dumps. Many of us are just here to be here whether you are looking for another job or not. I know I am here till they don’t want me here until then they can shove their metrics. I will not quit and give them that satisfaction.
Listen up: if you’re still hanging around FirstEnergy Corp., you’re choosing to stay in the kind of corporate poison that chews up talent and spits you out.
Let’s be brutally honest: You aren’t working for a company that values you. You're working for one that uses you—until you become expendable. The utility of your hard work doesn’t matter anymore; what matters is cost control. That’s what the PIRC system is being used for.
So here’s advice: Quit.
Stop hoping things will “get better.” They won’t unless someone actually changes the system (they won’t).
Update your résumé today. Start networking. Because while you’re waiting, they’re laying the groundwork to replace you.
Stop trusting leadership’s glossy “premier utility” talk. That’s smoke and mirrors, designed to lull you into complacency.
If you value your career, mental health, dignity—and yes, long-term financial security—then you need to abandon ship before you get swept under. There are better jobs, better companies, and better bosses out there. Don’t wait until you’re one of the “numbers” they toss out to satisfy shareholder demands.
Grow a spine. Make your move. Whatever safety net you think you have here? It’s fake. Stop being fooled.
FECC - You’re being squeezed dry while leadership is quietly setting up the next phase: outsourcing. The writing’s already on the wall. The department is being prepped for offshoring — because it’s cheaper, not better. Within the next 12–24 months, that whole operation will be gutted and replaced by a low-cost overseas vendor.
Don’t kid yourself into thinking loyalty will save you. It won’t. They’ve already decided your future in a spreadsheet somewhere. It's not a coincidence that two Directors in the CX organization are gone. One quit and one retired. Stephen Avilla is going to fu-k you all in the a-s. He looks at you with distain. He does not respect you. He was hired from Macy's to make the FECC run as cheap as possible.
So stop “powering through” the mandatory OT. Stop covering for their bad planning. Stop putting up with mediocre coaching and development and the "Metrics the Matter"
Start looking for a company that respects your time, your skills, and your humanity.
You don’t owe them another burnt-out weekend or on-call, you don't owe them more evenings working long past 6:00PM. You owe yourself a plan to get out before they pull the rug out from under you.
@7hc makes several valid points.
If you’re still working in Customer Service, you may not have much of a choice in the current environment—but it’s important to recognize that the situation is unlikely to improve. With this being the time of year when supervisors are completing PIRC evaluations, please keep in mind that PIRC is not always a true reflection of your performance.
As someone who previously worked in Customer Service management, I can share that the PIRC process begins with your immediate supervisor ranking your performance. In some cases, this may accurately represent your work; however, in others, it can reflect favoritism within the team. The next level of management then reviews those initial rankings, and supervisors are often asked to make adjustments if their manager disagrees. Sometimes this corrects favoritism, but other times it creates new issues of favoritism.
Over the years, I’ve witnessed top performers being ranked lower based on the “Values and Behaviors” category or due to individual perceptions held by upper management. Despite this, the scores are passed up through leadership until final approval. The process can feel as if employees are being “ranked like livestock” to ensure there is a clear distinction between perceived top performers, average performers, and low performers.
In recent years, PIRC has shifted away from being a genuine reflection of performance and has instead become a tool for ranking employees. This change resulted in smaller pay raises and provided management with an easy list to reference during layoffs. Last year, we were told in several meetings that PIRC scores were to be kept more “balanced,” with less variation, because the majority of employees were considered to be performing at a similar level.
Notably, last year was also the first time I recall supervisors being explicitly advised that their own PIRC scores would not reflect their actual work. Despite being tasked with more responsibilities in 2024 than ever before, most supervisors were rated below average—and subsequently, three-quarters of them were laid off.
@4rq You are 100 percent correct, buddy.
To my colleagues at FECC:
If you are currently working in the contact center, I encourage you to take a thoughtful look at your long-term career path. There is a consistent pattern emerging — employees are being stretched thin, under-recognized, and under-rewarded for their efforts.
Many of you will remember the disappointing raises in early 2025. What some may not have realized is that performance ratings appeared to be restricted during that cycle. Numerous high-performing team members — individuals who consistently exceeded expectations — were rated only as “Successful” despite a strong track record of earning “Outstanding.”
There was no meaningful change in performance for many of these employees. The only notable shift was a change in senior-level leadership direction, resulting in ratings that did not seem to align with the documented standards. In effect, compensation growth appeared to be constrained through ratings rather than merit.
From my experience within leadership, similar patterns seem to be emerging again. Supervisors are completing PIRC evaluations under guidance and pressure from above, where cost control appears to outweigh fairness, recognition, or performance excellence.
The fact is clear: employees are treated like headcount, not talent. Recognition, transparency, and ethical leadership practices appear inconsistent, and those who consistently excel are not necessarily seeing that excellence reflected or rewarded.
Additionally, recent organizational decisions suggest strategic shifts and an increased reliance on external resources. While no formal announcements may exist, the direction is visible — and employees who do not prepare may find themselves caught off-guard by future changes.
If you are in the contact center, now is the time to consider your options. Update your résumé, refresh your LinkedIn, and explore internal and external opportunities. Your career and future deserve proactive planning — not reactive scrambling.
Finally, be mindful of workplace dynamics. Some employment decisions seem influenced not only by performance but also by perception and internal politics. While many supervisors advocate for their teams with integrity, decisions above them may not always reflect the same standard.
This message is not driven by resentment — it is a sincere caution from someone who has seen the internal mechanics firsthand. You deserve a workplace that values excellence, rewards achievement, and treats people with fairness and respect.
Interested to hear if anything happens today since it was a date that was floating around!
IT department meeting this week. Mark Andrade left the door open for more layoffs. Said they would be handled “sensitively”
I was a part of the March layoffs, as someone who had been in management for over a decade in one of the contact centers, the centers are being kept in the dark, outsourcing is still being discussed and planned, if you are still there just plan some kind of back up plan so if they are successful you have an idea of where you can go next the job market is saturated the company reputation is terrible and the reputation of the call center is terrible and a lot of employers do not even want to interview people that worked with the company, they have been trying to outsource for a while we were fed a lot of lies including being told the initial layoffs would not impact customer service and that was the largest group affected they laid off leadership with experience because they made the most money and because at the end of the day they will not need the experience for what they are planning, start paying attention all the things that looked suspicious months before a lay off where announced were made out to be things they were doing to “improve the call centers” they want the call centers to fail so they can outsource and not get push back from the states, it is coming it’s just when and how many, will it be in phases or will it be all at once a shut down, your VP of customer did the same thing at Macy and he doesn’t like to lose if you are there and you are not leaving at least get a back up plan ready and save anything from your computer you do not want to lose and know that the company is as toxic as it seems once you get over the loss of the job and money you realize it has not been good place for at least 5-6 years and it is not going to improve they are trying to get people to leave so it’s a smaller number the can report to layoff they do not care about you, you are in fact just a number and your supervisors and management do not know anything more than you do and should be just as nervous.
@41z Typical leadership smoke and mirrors. New rumor now AEP is after Ohio & WV, Dominion is after PA & Jersey.
Oct 7 meeting was for MP/PE. They went over the 5 year plan. VP made it a point to say there is not going to be another reorg and they are not selling the op co. Guess the rumors got back to him? Overall nothing noteworthy
@3ya if it was anything major Wall Street would have heard about it and reacted
What’s the news about today’s meeting someone mentioned before.
@2y0 which op co. . . Inquiring minds want to know over here.
@339 there were lots of people who retired on 9/30
Cuts likely in IT and HR coming. And the customer service departments. We added 200+ contractors over the last few weeks and headcount is down around 50 people. Definitely more to come.
Forget about AEP and Dominion. Wall St/private equity are buying up utilities to cash in on the AI bo-m.
Blackstone bought themselves 2 seats on the board and installed their rent seeking robber barron to do their bidding. AI energy consumption is completely unregulated right now. Blackstone is going to make back door deals with tech companies, that don’t need to even be made public because of the lack of regulations and current ratepayers are going to pay for ALL of the infrastructure through rate increases.
This is bigger than just FE. Unless something changes, we have no rights, no protections, and we are completely at the mercy of our corporate overlords.
https://www.investing.com/news/sec-filings/firstenergy-updates-executive-severance-and-change-in-control-plans-93CH-4261930
How convenient
@2y8 with what money? Dominion has more debt than FE does.
@2y8 been hearing that for 20 years. Nothing new here folks.
Rumblings Dominion Energy could be picking up FE.
@2xz Could be a sign of a merger/major restructuring. Golden parachutes don’t always mean there’s a merger coming, but a merger always comes with golden parachutes
@2ty Yesterday I got a meeting invite from the opco president for 10/7
@2xq is it a sign of something to come??
@2xq So essentially, executives will now automatically get an increased severance package while everyone else is thrown out on the streets.
Looking out for themselves, sc--w everyone else
https://www.investing.com/news/sec-filings/firstenergy-updates-executive-severance-and-change-in-control-plans-93CH-4261930
https://www.investing.com/news/sec-filings/firstenergy-updates-executive-severance-and-change-in-control-plans-93CH-4261930
Hearing word of an all hands meeting on the 7th of October. No other info
There was a partial reorg sometime last week or this week. Last time, the groups under the director process engineering & optimization were decimated. She had 4 teams left, down from 8. Now 3 of her teams were moved elsewhere in the company and her role was eliminated. She’s now the director continuous improvement distribution and engineering. It’s not over yet folks. Not by a long shot
Supply chain VP moved to new position and new chief procurement officer in.
@17s I don't believe 3rd Quarter earnings will be reported until 10/29. So if that is the potential timing, I guess very late October or early November??
@22z Do you know this or just guessing? Any details?
PACK YOUR BAGS FOLKS, OCTOBER , IT'S HAPPENING!
@17s That's the rumor I've been hearing, sometime in October
If there are layoffs, they’ll probably happen sometime in October after 3rd quarter earnings are reported. I don’t know what the end goal is. If it’s a merger they want, they’ll have to get approval from the state commissions and FERC, so they won’t be able to keep it under wraps forever.
It’s all to create value for shareholders. The dividends they pay out are pitiful anyway. I just sold all the FE stock in my 401k. In 10 years, my FE stock netted me a 5.1% rate of return, including dividends. That’s half of what I would have made in the S&P 500. My 401k balance would be $14k higher if I never bought FE stock in the first place.
FE savings plan forces you to reinvest FE dividends back into FE stock. No one should have more than 5% of their retirement invested into a single company. Company does something illegal, stock goes down.
Look at your 401k statement and see what the change in market value is for FE stock. Double it. That’s what you’ve lost out on being invested in this company. Leave the paltry dividends to black stone
So more layoffs this year, haven't enough been layed-off yet?
I would not be surprised. There is an external job posting for corporate counsel with Mergers and Acquisitions experience. Something is coming down the pipeline. Obviously people will be needed to support the "new" company but I have no doubt that Brian X. Tierney is about to obliterate employees. No wonder this guy has a private bodyguard.