I just heard this today from someone who is in the know with management. If you were in the lower blocks during your mid year review,
I would suggest preparing to start looking for another job, updating your resume, etc.
Hopefully the volunteers will offset some of the damage, I heard there were more than expected.
I was incorrect, as I and my Mgr are remote, my review was done over the phone, so no 9-Block rating was discussed, but after I seen the other posts, I went into HPD and viewed my mid-year and indeed my 9-Block rating of 5 from the year-end review in March was in the comments section of Developmental Actions. Interesting to say the least. Heard we are looking at 10-15% reduction and of course after the Town Hall yesterday, looks like the RIF activities while started on a limited basis at some locations, the bulk of which will now be carried out in Sept, and will be completed prior to the end of the Qtr/Month.
PICK ME!!! PLEASE!!! I hope I am chosen!!!! The company is terrible anymore. The stress, worry, fatigue, bullying, and no growth, watching people suffer the same and have no choice but stick it out because they have been loyal for 30+ years. word of advice, watch out for someone named Karma, I hear she can kick all your rears.
Buh-bye!!!! I hope!
I believe there were two acquisitions --- one around the time of Jan RIF (which took my son) and then later another. Also the company been buying back their stock , so far $1.6B this year . Heard they will buy back $5B this year . Go figure.
Just started in MX
Seen the writing on the wall starting in January with the first RIF, many good people were let go or left on their own. Can't understand one message from Honeywell Aerospace about cost savings and the next day a message about a new acquisition, I'm not a business major but this doesn't make any sense. Took me a while to find a new job, but eventually I left as well.
At this point with this company, most of the long time folks are so fed up, they could care less if they get RIFed.
There were people in the elbow (9 block) let go last week.
HPD instructions for managers is to discuss 9 block with the employee and document it in the development needs section. This allows the emplyee to know where they stand and not have to wait to get the feedback. Also ask employee about any interest in relocation. It's not the main RIF driver but could become a factor. Big target is cost and span of control, managers without 9 people are at risk. Heard mid-Sept for actions, but hopefully it happens much sooner, I know high performers who started looking outside the company and actually getting interviews, we will lose some good ones if this drags out.
Checked my review, not statement about my rating in the 1-9 blocks. Maybe my manager didn't get the word.
Confirmed. Although we did not discuss my "block" rating in mid-year review, I just went back and checked the comments, and my block rating was stated in the developmental actions. Same as end of year rating from 2015.
I checked previous mid-year reviews and the block rating was NOT stated.
My boss ETS was told to put the 9-block rating from the end of last year on the mid year. Not the new one, which for me has changed for the better but not put in mid year
The comment about no 9 block rating in mid year is false. I was moved to a different block rating in my mid year so they are definitely looking at 9 block ratings. I was shocked that I was moved to another box.
I can confirm a 9 block rating was done at mid year review. The rating was put in the manager comments. This was the first time I remember it being done ever at mid year. It was communicated to me in my review and I confirmed it was in the comments when I approved. I went back and confirmed it had not changed after I approved. Rumor is they will use that as justification for the RIF and it will prevent rehire if you are in the outer elbow.
I have to say - not the same company I remember joining and lots of firsts this time. No communication at all, people put in outer elbow with no warning after good reviews and ratings previously, 9 block ratings at mid year, cutting of MIP, secrecy at all levels including Directors being kept in the dark and the rumor mill going for over a month with no one trying to keep it from affecting productivity.
Heard from colleagues that HR had a closed-door meeting with their Sr. TM yesterday. I expect layoffs for that group will start next week.
I just had my mid year review yesterday . My manager said I am in block # 5 , and went over the HPD comments there are no negative comments , but in fact good commentts. (as if that means anything) But he said he is not allowed to elaborate on layoff prospects in our group
I work at engines and was given a 9 block rating at my mid year. I know others in my discipline were also given 9 block ratings at their mid years.
I did not have a 9 block rating for mid year. Looking through HPS, there wasn't one for mid year either but I could find the same one I had for March's year end.
HON1, you are incorrect, there were 9 block ratings for the mid year and mine was not the same as what I received in March. This was the first time ever for a mid year 9 block rating and was required
Just to clarify some inaccuracies of the above post, first: the only ones in the know seem to be HR, Managers and Directors alike are awaiting word of how many and who for their respective Sites/departments/groups. The rumor is about a 10% reduction in Aerospace for the U.S. Second: There is no 9-Block rating for Mid-Year Reviews, the rating would refer back to your last Year-end review from March of this year. Traditionally anyone in the "Elbow" blacks 3, 6, 7-9 would be candidates during a RIF-Reduction in Force. Third: No actions or notices have been given yet, the rumor is the RIF will have been completed by the 15th of Aug. Rumor is they have gotten a significant number of volunteers in some department/groups. Rumor is this is the last round of reductions where you will get a week's severance for every year of service, I cannot confirm this to be true or not. The Aerospace webcast held this week by Senior Leadership indicated a gloomy outlook in the Aerospace Industry and additional cost cutting measure were being planned for this year. Hundreds of millions of dollars of orders by customers have been pushed out for this and next year, companies are looking for ways to replace this lost revenue. Companies were spoiled and used to the double digit yearly growth, now the new reality has set in with single digit growth and senior leadership is scrambling to satisfy shareholders at the employees expense.
How certain is this?