Thread regarding Intel Corp. layoffs

"'$92k for Gr7 as your base is right near the middle of the Gr7 pay range.'

Depends on the job role, the midpoint base pay for a software engineer is around $115k for grade 7."

What role has $92k as midpoint for Grade 7?

Does anyone know the range for SW engineers for the other grades?

"At the time, non-URM recommendations that turned into hires paid zero."

Really? There have been referral bonuses, for anyone, for as long as I can remember (unless they had recently left Intel and were coming back, etc)

Agree. We need whistleblowers from HR or people directed impacted with documents/emails. Probably work with the Oregonian; that reporter kept getting leaked documents. His name is Mike Rogoway.

First maybe we need to get the reporter attention to these posts for a start. Come on everyone, reach out to the reporter first, his email is mrogoway@oregonian.com. We need critical mass for him to care to take a look this forum if not already.

Well, the challenge is that....any ee's who come forward with this information publicly will have a difficult time establishing credibility because BK has already announced in the media that this reduction is "performance-based". Hence, impacted employees face criticism as being "disgruntled" and dishonest about their experiences...Intel will deny any wrong-doing, BK has already claimed that his staff is "receiving threats". I'm guessing those were threats from internal ees who were threatening to leave due to Intel participating in less than desirable practices, not physical threats yet of course, BK didn't elaborate leaving people to interpret that as hostility. What needs to happen is what I saw on another post, someone from within Intel HR, who has direct involvement with the diversity program, needs to blow the whistle and expose what types of practices Intel uses in order to meet goals.

Agree great discussion here..

I echoed previous comment, What can we do about this?

I am more worry about other tech companies start following Intel. BK has been rewarded handsomely on the media for this diversity initiative. How do we expose the flaw of this initiative to bigger audience?

Like others here, I am for equal opportunity but against quota system.

Good discussion here...as an add on to what I previously posted, forced programs which are intended to increase diversity (rather than leverage) have a negative consequence in that, similar to what @H6FWgsy-1zdc states, people want to be hired on their own merits, no one wants to be viewed as a "diversity hire", this perception reduces the morale of the diverse workforce. Additionally, it breeds resentment within the workforce and can manifest itself as hostility towards ee's that people stereotype as URM - evidence is within this blog, some of these posts are simply horrific. You cannot know someone's race/ethnicity/orientation by looking at them, that is discrimination. Ee's need to understand implicit bias and become self-aware of how they are treating each other. The noble intent of any diversity initiative becomes divisive when companies attempt to force it rather than embrace it.

"Depends on the job role, the midpoint base pay for a software engineer is around $115k for grade 7."

True. The non-technical job range is lower. Good catch.

"If you are an IC, then your ignorance is well founded. $92k for Gr7 as your base is right near the middle of the Gr7 pay range."

Depends on the job role, the midpoint base pay for a software engineer is around $115k for grade 7.

From : @H6FWgsy-1qgh -"I am a firm believer that most people (regardless H1B or URM,etc) like to do the right things. Only a few of top executives that muddy the water. Unfortunately, they are being rewarded in media as diversity frontiers."

Spot on 1qgh. Good people in a bad process churns out unnecessary thrash and pain on both the IC and Manager side. I truly believe that in 95% of the Intel people I've worked with and worked for are very sincere and want to do the right thing. Ultimately, such values become compromised by bad systems and processes.

The narrative (Diversity) has overwhelmed common sense. No one wants to be a "diversity hire". People of decent nature want to be hired and evaluated on merit, not because a special privilege that is only skin deep. No one is made proud by being selected and evaluated on skin tone.

Thank you guys for sharing your experience. Truly appreciated. I am seeing similar trend around me. I thought I was delusional before reading these posts.

Now, I am a firm believer that most people (regardless H1B or URM,etc) like to do the right things. Only a few of top executives that muddy the water. Unfortunately, they are being rewarded in media as diversity frontiers.

The question is what can we do about this injustice? Open forum for any suggestion (no violence). Lets have constructive next step :)

@H6FWgsy-1lwd thanks for sharing your story as well...I believe in being fair to all, I actually came up with the idea 10 years ago to withhold applicant names from resumes so that reviewers couldn't immediately reject candidates who had ethnic sounding names, I thought that would take away the burden and disagreement on candidates and ensure selection solely on merit...I have systems knowledge so I knew it could be done, I was trying to be innovative but I got dismissed. I echo your sentiment, leaving Intel was the best thing that's ever happened to me. There's a beautiful world beyond the cube.

Thanks for affirming my post @H6FWgsy-1lwd.

I challenged the diversity PROCESS that was being used by Intel directly with the Corporate head at the time (withholding her name). I had prepared page after page of extensive research on the subject, set up a 1:1, and presented her in advance with my paper.

No more than 5 minutes into our meeting, I was summarily beat down with her diatribe I could not get a word in edgewise. I was a manger at the time. After that, I continued to witness the bias in the system by upper management and HR until the day I left the company.

Nothing has been more of a relief than to leave the insanity of Intel's diversity process to others.

I also remember the days of Intel putting a "bounty" on URM hires. The long and short of this was if you brought a URM in, and they were hired, not only did the URM receive a huge bonus, but the referrer in the process got $6K. At the time, non-URM recommendations that turned into hires paid zero.

I can confirm what @H6FWgsy-1ppi says, I was in HR and was one of the HRP's who was tasked with "ethically influencing" managers to scrutinize their Focal ratings. I challenged the way we were directed to hammer on the managers about perf msgs for URMs with my manager in multiple situations. I disagreed with forcing mgrs to impact non-deserving people over those who were URM when URM had very clear perf issues (documented).

Having said that, I also strongly advocated for URMs when I saw managers inappropriately rating them. If I saw 2 ee's same grade, same position, but non-URM consistently getting high ratings/ssl an opportunities, I would contact the manager and make them provide me both SELF assessments of BOTH ee's, then I would ask to see manager's assessments and SO's to ensure they were setting all ee's up for success equally...if manager purposely removed/altered accomplishments of the URM evaluation in order to disadvantage them, wasn't providing growth opportunities, or couldn't explain how the non-URM's contributions had more impact than URM, I would make the manager change the rating...not only that, I would follow up with the manager throughout the year and periodically have them send me their 1:1 notes so that I could give guidance when necessary - I applied this logic to all inequities I identified regardless of the ee representation status. I actually took the time each Focal to analyze the data to the lowest level to identify anomalies...and kept informed of their progress throughout the year.

I flagged what I believed to be reverse discrimination by one of my peers...in the following Focal I received a BE and was told that I needed HR certification from ShRM in order to uplevel my HR skillset and that I was not fulfilling my duties as an HR Professional. Pretty much, I got performance managed for directly challenging the diversity program as well as the judgement of my manager. I believed that doing what I've just described was noble, I had applied this philosophy fairly regardless of URM status. And, being a URM twice over myself, and seeing the way I was being treated yet watching HR make managers do the opposite... I was so appalled at the way diversity initiatives were forced that I left the group and never viewed Intel the same. I am a huge proponent of embracing and leveraging diversity, but NOT in the way Intel drives the initiative. I've since left the company and have never been happier.

I agree with you. I am not blaming H1B or URM.. I are blaming the policy maker, BK.

"What we re talking here in the unfairness of opportunity for promotion being skewed by preferential treatment on performance review."

What we're talking about is a hostile work environment, period. You can't blame H1B's for getting hired at Intel. You can't blame URM's for any "unfair advantageous" they get. It's company policy. But in true human fashion that's exactly what is going to happen. Look at the resentment here. People are getting fired and they want someone to blame. This will bleed into the workplace if it hasn't already.

Definitely not meritocracy.... It's advocacy for URM. BK must know this, unless he is delusional. Although, Incompetent people will never know that they are incompetent.

Salary in a given grade varies widely within and across different groups at intel. It's a function how you negotiate your offer when you first joined Intel. After that you should expect 1 - 4% increase per year if no promo regardless races. Different people in the same group can have big salary gap, HR won't do anything. You need to move to different company to reset. Nothing to do with Race.

What we re talking here in the unfairness of opportunity for promotion being skewed by preferential treatment on performance review. Some manager very open against this unfairness.

It IS a fact that URM's have more time and more latitude within which to recover from a stumble. You may not know it, but URM's have a much longer leash now that Intel has been politicized by the Liberal Elite. They may get fired, but only after about 3x the documentation and performance cycles than your non-URM pals.

"Underrepresented minority here. Grade 7 , making 92k which is abysmal compared to numbers posted here. Some "special treatment" I've been given. More responsibility, and apparently much less pay."

If you are an IC, then your ignorance is well founded. $92k for Gr7 as your base is right near the middle of the Gr7 pay range. What's missing from your post is your TIG (Time in Grade) as that is an influencer as well as is performance. BTW, still seems you have a job, which at this point is better than 12,000 others. Be thankful. You still have room to increase your salary through the value you bring. Just doing the job is not value... it's what initiatives (especially now that you are a 7) you drive that either increases revenue or reduces cost. If your role at Intel does not intersect with either of these in a direct way, trouble is ahead, so move into either of those areas as soon as you can.

In the mean time, Intel CEO thinks he is the victim. So out of touch. Go back to reality show. Excellent timing to divert the attention from the layoff. When there is smoke there is fire.

http://www.oregonlive.com/silicon-forest/index.ssf/2016/04/intel_ceo_describes_employee_t.html

Sorry to burst the bubble of some URM entitlement...but I'm a URM with more experience and education than my counterparts here at Intel. Came to Intel through layoffs at another company...based on what people are posting here, I'm paid far less for the same grade and have not been given any magical opportunity to move ahead, and am the person that speaks in a meeting and has someone else take or be given credit for my ideas. So this magical world of Intel putting URMS on a pedastol has eluded my grasp. So I do not buy in to any talk of parity, representation or paywise, and think that if you are less than C Suite at Intel, we are all in the same boat. Just my experience.

Case in point for this special treatment.

Just look at the profile of Intel Diversity Chief; the architect of Diversity Initiative.

https://www.linkedin.com/in/danielle-mastrangel-brown-b33343a

Finished MBA in 2008

Joined Intel in 2009

Chief of Staff to HR in 2013

Chief of Staff to CEO in 2014

I haven't seen anyone went up this fast in an organization of 100k employees.

How is this not special treatment.

I suggest Intel people to start posting specific example on this forum so that Intel outsiders understand this unfair practice of Intel diversity initiative.

Underrepresented minority here. Grade 7 , making 92k which is abysmal compared to numbers posted here. Some "special treatment" I've been given. More responsibility, and apparently much less pay.

OP... yes, this is happening and I've personally seen URM BE's/IR's reversed by HR thus forcing managers to apply them to non-deserving good performers. It's not a perception, but a forced practice by HR. As a former manager, it was because of this unsavory and dishonest practice that I voluntarily retired. I could not bear to be a pawn in this practice any longer. For most managers I know, it was very distasteful to them as well. The Senior managers (this is fact) play with the focal dashboard metrics, and strongly challenge a low performance message proposed by the FLM. The most typical outcome is that this coercion over-rules the FLM, which in turn forces he or she to assign another non-URM with the poor performance message. It is politics of the worst kind, and it leaves the FLM twisted to no end by having to reconcile what is right versus what keeps them employed.

I was employed with Intel for 13 year, the best of which were 2000-2008. After that, things started to go downhill from leadership to product decisions (not using IA for the iPhone was probably one of the most short sighted and cheap executive management decisions of the century). Sadly, Intel's culture continues to deteriorate and it's FOCAL (annual employee performance review) is seriously out of whack where managers are forced to downgrade certain employees despite strong performance. The Intel value of constructive confrontation is biting them in the assand has turned into internal confrontation and competition to beat fellow employees for more budget, recognition, etc. Intel is in a serious hole here that it dug itself in and will take years to dig out. Nobody cares about Intel Inside...only Intel people do. People want solutions and innovative technology. Intel has lost it's way where the slogan in the lobby of HQ office...."Innovation is Everything" has become an afterthought in it's legacy addiction to x86, PC and Server processors. Times have changed to mobile, software with many competitors making their own chips or innovating faster than Intel anticipated. I am glad I left Intel when I did...the current employees are playing musical chairs on the deck of the Titanic AFTER it hit the iceberg.

This is so true. Only people inside Intel understand this special treatment for diverse employees. They are given better opportunity to be promoted. Left and right they were promoted. Manager focal depends on diversity promotion (there is diversity guidance for performance review)

People outside Intel will think these kind of post are racist. It's not; rather unfairness practice. BK is trying to be politician, he know that outsiders/media will not know what is being conducted inside Intel.

I feel bad for Asian Men, most over-represented. This diversity is at their expense.

These executive people came from unknown 2nd 3rd tier schools 20-30 years ago. They need to sit down in EE or Comp science classes at top universities and observe the racial composition.

So frustrating. I know, if you don't like it find another job. Quite a few of my friends trying to leave Intel because this unfair diversity initiative.

Come on nomorefoolishness, I remember a guy with superior knowledge was not hired because there was a diversity requirement, and they decided to hire a girl because it was a "good enough" hire. After that they hire 2 more girls and it was evident this guy was not going to be hired.

I personally know three URMs - both sexes -who were ISP'd. While I am shocked, it does tend to support what BK said about being universally appkied...

Asking the wrong question. Follow the money. Who makes the most at Intel? Those who have been here forever at higher grades. Most likely to be white male.

Guys you sound so pathetic with these posts. Women barely started voting in this country, pay inequities everywhere too. Go do a good job and get promoted. Smh

You must be talking about women, I've notice that myself.