Our team lost a great employee today. This person was a hard worker and if I were to rank this person compaired to our team they would be in the top half easily. However they got a lower sll due to being new in the group, my guess. 10+ years and gone. I don't blame my manager, the stock level compensation contradicts the overall message. Focal has 4 levels, stock has 6 from my understanding, 1-5 and zero stock. How does level 4 equate to isp. I feel so sorry for people and managers in this situation. If senior management doesn't make this crystal clear and align the message with expectations then anyone is suseptable . I am not a people manager, just an employee sad to see the wrong people leave.
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In INTEL, it does not matter 'what' do you know... It does matter 'who' do you know... And which attitude you show toward FLM, SLM, and so called "Leadership". This is all what matters.
It's the managers. They used the EXCUSE of high base salary to give lower stock. It was easier than telling someone else that the didn't cut it. Go for the easy messages.
Did you pay attention to the layoff that happened only a few months ago? If so, you should have avoided SSL 4 or 5 this year. Read this old news. It is not too late for those who survive this round:
http://www.oregonlive.com/silicon-forest/index.ssf/2015/08/intel_layoffs_former_employees.html
http://www.oregonlive.com/silicon-forest/index.ssf/2015/07/intel_ceo_addresses_employees.html
I'm beginning to think a person's base pay is somehow playing into layoff criteria.
I was a rank manager and I can tell you first hand if a high performer was already adequately compensated (salary was in the higher quartile) they did not get much stock, if any. Under Intel's new system that high ranked achiever could be laid off because they didn't receive a lot of stock. Whomever came up with focal rating+stock should be FIRED!
There are only 5 levels. Level 5 = zero stock. Level 4 = nearly zero stock.
Blame the manager! He/she controls how much stock is received. Merit based off stock options is a new low and should be reported to ........damn no one to report it to. Thanks Murthy and Qualcomm. He should be sued.
http://www.wsj.com/articles/intel-to-pay-25-million-to-former-qualcomm-executive-1455312038
good post -zhc, this one is also great and describes what seems to be happening at Intel...
https://www.ted.com/talks/margaret_heffernan_why_it_s_time_to_forget_the_pecking_order_at_work?language=en
Organizations are often run according to “the superchicken model,” where the value is placed on star employees who outperform others. And yet, this isn’t what drives the most high-achieving teams. Business leader Margaret Heffernan observes that it is social cohesion — built every coffee break, every time one team member asks another for help — that leads over time to great results. It's a radical rethink of what drives us to do our best work, and what it means to be a leader. Because as Heffernan points out: “Companies don’t have ideas. Only people do.” -- Margaret Heffernan
Same thing happened to my team members last year. They were let go because they were next in line for promotion. Fortunately other teams grabbed them
Even Microsoft has given up on forced ranking.
MIT Research Fellow Michael Schrage has argued that the forced ranking policy has perverse effects even in organizations that are successful: "Organizations intent on rigorous self-improvement and its measurement inevitably confront an evaluation paradox: The more successful they are in developing excellent employees, the more trivial and inconsequential the reasons become for rewarding one over the other. Perversely, truly effective objective employee-evaluation criteria ultimately lead to personnel decisions that are fundamentally rooted in arbitrary and subjective criteria.
Stock level 5 means zero stock.
SSL1 is the best.
SSL4 means little value the company sees with the employee.