FLM/SLM not agreeing with me that I deserve better than "S" and SL3. But a bunch of cross org folks can vouch for me. Pull the trigger?
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And ODI for sure means you do not "fit" for that position (and you think it is because of your manager). Regardless of ODI outcome, post ODI means this issue "MUST" resolve, you change job or your manager change job. So be prepared for Post-ODI. All case I heard has been employee changed their job, either left Intel or changed grouped within intel.
I've done similar investigations as a manager peer for other related business groups. I have found for the employee when it's warranted and there are no repercussions. In fact, FLM often agree with my overturn finding and were just handcuffed by SLM or above to strictly meet budget distributions because no one has a backbone in the company anymore. It also matters how good your HR person doing focal is, whether they are a rubber stamp or really do their job correctly and advise management on aspects they hadn't considered, like you might take your excellent skills elsewhere.
I won and ODI in 2015 after countless meetings and digging up hundreds of my personal emails to present my case. Although ODI ruled in my favor, I was pressured to transfer into another group and my manager was promoted. So, net net is that I won, but does not feel like winning.
I have heard several ODI, and employee win. Win for that case at that time but not future at Intel. Manager still have his/her job, and he/she will setup you with all documentation need to make sure you will be out by next year.
"Someone must be pulling wool over his head"
You mean, besides what he has inside his head? BK is part of the very same culture of authoritarian sychophancy. Grease those above you while screwing those below you.
Having seen multiple ODI, HR and the investigative SLM / senior manager is looking out to avoid the lawsuit, that is it. They dont' care about the OD employee one bit. If documentation is there, forget it your career is over, if there is no documentation and it becomes he said / she said, you have hope, but again your career is also dead. Lose lose situation to do an opendoor.
Just don't do it, leave the organization is my advice to you!
I just did complete one ODI recently against my manager and obviously lost. It is a futile attempt to feel better. In the end things will go southwards and you may have to take the brunt of it all. No point quarreling with the crocodile when you need to live in the same waters. The HR and the legal team will work with your manager to find reasons to make you loonstupid and may even land you in trouble for future. Beaware!
It's all about greasing the next level...
When Intel fails it will be for these reasons and many others.
I am stunned BK does not understand the level the culture has fallen to on his watch. Someone must be pulling wool over his head.
It is easier to appeal an IR then L4 or L5 stock with S, or debate ODI of S/L3.
For IR documentation of bad performance and need to improve must be presented and feedback given.
For postive, unless you have in writing that you are doing far better than your equal level peers all the way to January focal it will be impossible. FLM/SLM and HR will say that focal alignment resulted in rebase of everyone's performance and as good as your hard work was, it was just inline with equal compensated and level peers.
That is the beauty of intel's secret focal ranking and rating. At the end of the year favorites rise to the top based on perception versus any real need for reality and feedback. And IR only need a few emails and documentations and out the door you go!
GPTW
You are not going to get anything. But be ready to change the job after this investigation.
@ssr- the reason you don't make everyone's focal public is the same reason you don't make people that you work with salaries public.
Why not make everyone's focal result public to everyone? Is honest people afraid of showing actual truth?
Good luck.
ODI for Successful SL3? Probably you will only make yourself look like a cry baby.
A focal ODI does not involve an investigator. It's HR mediation involvement between you and your boss to come to an agreement. Your SLM is the final decider.
Si 😊 😊 😊 go ahead with it, there is nothing to lose. Compile your list of achievements, recognitions, praises. Though you may be upset, fight it with logic instead of emotion. You will be fine.
It's about being true to yourself and principles - more than the financial gains from a Focal. All dishonest, political gaming bosses who setup their own relatives/friends lining them up for next promotion - unfairly discrediting the real hard-workers - must be reports/complained about. Let's all be responsible for cleaning up the Intel work environment. Change begins with ourselves.
Also consider transferring into a different job because after this, your work life may not be the same in your current job.
Ben Dover!
YES, do not hesitate but be smart about this and understand the EEOC laws also. You may have to press your Business unit ODI to an HR Legal complaint. Suffering in silence will get you nothing.
Good luck.