SSL 4 is NOT in the documentation. Ineligible to be rehired simply because of a package is NOT in the documentation. BK and HR is making it up as they go along simply to hit the numbers and to get rid of anyone (not in the good ol boys network) that predated his being named CEO. He is an idiot with limited skills other than being an asshole. Go ahead BK fire everyone and survive on the millenials that will leave within 2 years like they always do. Every one of his pet projects has been a disaster, TMG has shit themselves the last 3 years, and talent leaving left and right. But you are diverse now!
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I hope they offer VSPs first
I'm sure more people will be fired next year. But hopefully, most folks will know how the system works now. If many of the employees who got SSL4 truly understood that it meant below average, a lot of them probably would have taken VSP and then fewer people for Intel to lay off. Intel sure could make it easier for themselves and the employees! They way it stands now, Intel is setting themselves up.
15% will be fired next year as well.
First of all, the Focal Guidelines posted below are dated Jan 2015. What changes were made to these guidelines in the last few years?
Secondly, these guidelines state: “There are four Ratings used to evaluate employee performance at Intel: Outstanding (O), Exceeds Expectations (EE), Successful (S), Improvement Required (IR)……Repeat low performer (RLP) employees are defined as those having received an IR or BE Focal rating in 2 of the last 3 years, per the Focal Dashboard.” The BE rating is no longer used, yet it is still in the documentation? The stock level is not being used in the definition of RLP, so how can Intel use that for determining who gets laid off?
Thirdly, what does this statement mean (it’s right after the SSL Definitions in the Focal Guidelines below): “Stock distributions have been de-emphasized to allow for the delivery of the ‘right message,’ while staying within stock budget limits.” Part of the problem with this new system is that the so called “right message” is not getting delivered to the employee. If Intel is going to use SSL 4 as a way to determine a low performer, then why give them a “successful” rating. Shouldn’t there be something communicated in the Focal to the employee that he/she is below average. This new system is not transparent and clear! Too many employees were blindsided!
So it is documented! managers have to give someone SSL4/5 (10-15% of the focal group).
Focal Guidelines at time of hire (dated January 2015)
360-Degree Feedback https://employeecontent.intel.com/content/dam/comms/Images/hr/common/arrowup.gif
Collecting feedback throughout the year when it makes the most sense is strongly encouraged; capturing 360-degree feedback at year end remains optional, it is not required.
Annual Performance Bonus (APB) https://employeecontent.intel.com/content/dam/comms/Images/hr/common/arrowup.gif
Formerly known as Employee Bonus (EB).
Each employee's APB target is a percentage of base pay, and is part of the employee's total compensation. For non-exempt employees, and exempt employees grade 6 and below, the target is a fixed percentage of base pay. For exempt employees in grade 7 and above, the target is set for each individual and must fall within the target guideline ranges. Managers should consider an employee's performance and overall pay relative to their peers when making changes to their APB target. As a general rule:
New to grade employees should be below the midpoint
Most sustained successful employees should be near the midpoint
Sustained high performers or employees with critical skills should be above the midpoint
If an employee is currently above the midpoint and the manager feels this is no longer an accurate placement based on current contribution levels, managers should reduce the APB target percentage by keeping the target amount flat over multiple years or through direct reductions where allowed/appropriate. Time in grade is not a justification for an employee to have a target percentage above the range midpoint. APB target ranges for each employee are visible in the money screen and in the Compensation Reference Tool (CRT).
Demotions https://employeecontent.intel.com/content/dam/comms/Images/hr/common/arrowup.gif
A demotion may be considered at any time during the year where legally permitted and when local requirements have been met. Managers must speak with Business HR prior to taking action. Demotions are available at any time when scope shrinks or performance warrants, but should not be used if employee concerns are behavioral in nature.
Countries with known regulations regarding demotions and/or pay decreases include:
Austria, Belgium, Brazil, Chile, Czech Republic, Denmark, Dubai, Egypt, Finland, France, Germany, Greece, Hungary, Ireland, Italy, Lithuania, Malaysia, Netherlands, Norway, Philippines, Portugal, Poland, Russia, Saudi Arabia, South Africa, Spain, Sweden, Switzerland, Turkey, Ukraine, UK
This may not be a complete list – contact Business HR to verify locally
Diversity https://employeecontent.intel.com/content/dam/comms/Images/hr/common/arrowup.gif
Focal ratings, stock and promotions are measured at the Business Group level, and generally are expected to reflect parity with regard to race (in the United States and Malaysia) and gender (globally).
Focal Documents https://employeecontent.intel.com/content/dam/comms/Images/hr/common/arrowup.gif
Performance Reviews are required to be retained in the Employee Document Archive (EDA), after having been delivered to the employee.
When delivered at Focal, managers are required to retain Corrective Action Plan (CAP), Improvement Required (IR), and Written Warning (WW) documentation according to local policy.
Focal Eligibility https://employeecontent.intel.com/content/dam/comms/Images/hr/common/arrowup.gif
All blue-badge employees on Intel's payroll as of December 31, whether full-time or part-time, and that are either active or on leave of absence, are eligible for Focal. Per the corporate Focal calendar dates, employees who terminate after December 31, but prior to the start of Focal, will be removed from the eligible population.
Special circumstances:
Students in Israel, Kazakhstan, Poland, Romania, Russia, and Ukraine are eligible for Focal (except for Stock). In Ireland G97, 98 students are also eligible for Focal (except for Stock).
Intel Contract Employees (ICE) in all European Union countries and Russia who have greater than 1 year's Length of Service from the last date of hire as of December 31 are eligible for Focal.
Temporary or contract employees in all other countries are not eligible for Focal.
International Long Term Assignments https://employeecontent.intel.com/content/dam/comms/Images/hr/common/arrowup.gif
The employee's Home site budget, merit and stock matrices apply
The employee will show in the home organization unit as defined by the employee's GENI data for roll-up and approval
Although there is a host org unit and a home org unit, the budget ties to the home org unit
Leaves of Absence (LOA) https://employeecontent.intel.com/content/dam/comms/Images/hr/common/arrowup.gif
Managers may not penalize the employee for taking an approved, job-protected leave of absence, and must apply the following specific instructions:
Don't count the employee's time away for an approved, job protected LOA against them when determining Focal ratings or stock share levels
As an example, if the employee worked only 9 months of the review period, evaluate the employee relative to expectations for those 9 months, not against what peers accomplished in a full 12 month period
Should the employee remains on leave through Q1, process the Focal rating, money allocation and stock recommendations as normal
Focal results are typically delivered after the employee has returned to work
Military Leave: Employees on military leave for the entire or the majority of the Focal period should be included in the Focal process even though those employees do not have any or sufficient work performance to evaluate them on. These employees should receive a Successful rating for the applicable time of absence. They should also be given merit increases and stock level 3 as if they had not taken any military leave. If you have any questions about an employee who is currently on military leave or returned from military leave and her or his Focal rating (e.g., poor performance or misconduct by the employee in the Focal year), please contact Business HR. Please note that an employee's military leave cannot be considered in any negative rating or disciplinary action.
GER Guideline on LOAs for the full Focal Year (1 Jan. – 31 Dec.):
As per the corporate Focal guidelines, an employee who is absent for the whole of the Focal period due to a prolonged Leave of Absence should be Unassigned in the Focal Tool and not receive a Rating, salary increase or stock allocation, with the following approved exceptions:
Military Leave: See above
France: For parental and maternity leave only, the employee should receive a Successful rating and the default merit increase, unless other factors warrant different Focal results for the employee. No stock should be allocated. As an alternative, an increase can be given to the employee upon their return to work in accordance with French law. (March 2006).
Rationale: The guideline is based upon adherence to known existing laws in GER countries.
See Leaves for information regarding LOA available in your country.
Meritocracy https://employeecontent.intel.com/content/dam/comms/Images/hr/common/arrowup.gif
Managers are expected to apply meritocracy when allocating all money components and stock:
Top performers should receive larger base pay increases, and for Grade 7+, APB target adjustments and higher stock share level
Low performers should receive smaller increases, or no increases at all, and for G7+, have no increase to APB target amounts and/or receive lower stock share level
Money https://employeecontent.intel.com/content/dam/comms/Images/hr/common/arrowup.gif
Budget
The Focal tool provides guidance for specific Merit, Promotion, and Special Market Adjustment (SMA) increases. Each of these can be adjusted by the manager based on internal equity, performance, and available budget. All money budgets are tracked by Focal Group and consolidated at the business group level.
Tool Recommendations
Merit guidance is automatically generated once a rating has been assigned. Guidance is designed to accelerate pay at a faster rate for high performing employees who are low in their existing pay range. Increases should decelerate as an employee's pay approaches the top of the range. Managers are encouraged to consult the Base Pay Comparisons Report in the Manager Dashboard to confirm pay position for their employees against the external market and peers in the same grade and function across Intel.
SMA guidance is automatically generated if the employee is eligible. An SMA is used to address under competitive pay situations that fall outside the normal merit system. It may be based on the market competitiveness of the employee's job co