Thread regarding DXC Technology layoffs

The irony - To do well in reviews and to survive, do the minimum, blame others, lie, cheat and pretend you've always been too busy to finish off the work and/or help others when asked.

If your "mid year review" meeting is scheduled for a Monday or Tuesday then you are more likely to be given the good news of being WFR'd. Rest assured that Mikey has your interests covered as he will obtain a bonus for you being made redundant.

looking forward to my review, or as I see it "early WFR justification"

Mid year review?

Will that be where I get answers to the questions I raised with my manager at my end of year appraisal?

Oh hang on, no it won't, because my manager is too busy sticking his tongue up his boss's @rseh0le to actually do something like talk to me or my fellow team members.

Why doesn't someone man up and just bin this stupid rubbish - oh hang on, if Mikey wasn't using his mushroom c0ck on the HR director, this would have been in the dustbin. Can't he sh@g the FD instead? At least that's one problem solved for the employees.

Chumps! lol

I only got my mid year goals last week?? Is that even fair, like how do I get feedback for something I’ve literally known for a week? And they start annual appraisals in February.....

UK employee here.

CSC had added a mid-year review after the first time they used the bell curve. It was mostly used for "where necessary close/realign/update or add goals" It was to eliminate all possibility that when your year end review came your goals were NOT met or exceeded. People were contesting their reviews through HR. One guy who was rated the lowest, saved his job claiming that the manager wasnt providing any indication that there was a problem and had the entire year to do so but never mentioned it. It got ugly. The manager was the one who ended up exiting. To fix the politics, they added a mid-year checkpoint, and changed goals accordingly.

What a farce!

Project managers at DXC are forced to become certified in PMP or else forfeit any pay increases. "Coaching" for PMP occurs for 2 hours weekly in addition to normal hours with no recompense for the extra 30+ hours of self-study, and PMs are expected to not only pay for the PMI membership upfront along with subsequent renewals (out of their own pockets), but also pay for the PMP exam which is reimbursed upon passing. The cost of failed exams is not reimbursed to employees.

Meanwhile our customers use Prince2 which is not recognised as a valid project management methodology by DXC, and DXC does not offer any training or certification in Prince2. Just shows that DXC has it's head up its bum and the cluelessness continues on..

Promised training never occurred. That is a false statement for Delivery. The problem is you are expected to do your job with less people , work long hours supporting projects, clients and take training. When I am off of work I have a life outside of DXC, if we would get time off during our normal shift to take training I'd be all for it

A former manager of mine said that mid-year reviews are pure wank and achieve nothing. Well nothing has changed in 5+ years and the promised training never occurred.

There’s been little point to annual reviews for a decade or more, that’s when the antecedents of this company lost all respect for their employees, and Wall Street and the shareholders became all important. I feel sorry that good people have to go through this annual load of demoralising nonsense. Good luck everyone! Glad I’m on the bench.

At DXC, September 2018 IS mid FY2019. No wonder they are circling the bowl.

To the person that wrote the above statement, your an id--t

Yes DXC FY is April to April so Yes September is mid year.

oh, I am soo happy that I am out!

Last year my manager (or email forwarder) opened the conversation with "the job market is looking good" - i left soon after on VR.

Guys, you are still hopeful for the revival !!! Don't think this is end of world. Stay focused, calm and cool , do your basic homework, prepare hard, keep your patience , try outside and you will succeed. Don't stay here and feel stressed. I don't think something good will happen here as the captains are directionless.

At DXC, September 2018 IS mid FY2019. No wonder they are circling the bowl

The REAL “fricken joke” is the OPs reference to mid/year 2019 review. Just a suggestion: learn how to read a calendar you twit.

You are all just a pile of limp-d!cked losers. Any hope of promotion or salary increase proves your incompetence and uselessness.

Gain some self respect and go flip burgers for a living. Continuing to show up at DXC is the epitome of self-abuse.

Let's pull together people and build a "high-performing culture at DXC". Make sure you spend at least one week nailing the performance review. Nothing signifies a "high-performing culture" more than ticking some boxes for the company and your manager (it keeps him in a job!). It is so important for your success. Yes, it is essential. You will not be successful if you do not conjure up some meaningless goals against which your mo--nic manager will appraise you. The best advice is to make sure your goals are directly aligned with the direction the company is heading! You should be excited that you have been given this opportunity to justify why you do not deserve any financial reward for you hard work. You should feel content that the Supreme Leader and his cronies are siphoning off any and all profit to line their own pockets. Make sure you do your utmost to complete the Performance Review to the highest standard possible. It is imperative for your future.

WHAT ARE YOU DOING WITH YOUR LIFE!?

Money goes to top level management only, employees are nothing more than a cost to compress amap

Your best weapon : passive resistance. Follow their stupid rules and processes but do work as less as possible doing like you work a lot to bring mo' money to the greedy lazy shareholders

Run for the hills. It's Performance Appraisal time. A joke of a process. It's even more fun to watch it at a very dysfunctional company. Expect a ONE lower grade for each individual over 40, Expect TWO lower grades for each individual over 50. Expect to be asked to leave if you are over 60. Glad I am out of this mess. Investing is so much easier and you are in control of what you make and lose. Your own Due Diligence pays off. Enjoy working with the clowns at DXC.

A very unorganized, unprofessional corporation trying to look and feel important and keep up with the functioning corporations. What's the point of any review? If you want to keep up with the big shots and amazing corporations, realize your employees do the work and without them you don't exist! Then do the review with a compensation strategy.

The appraisal process at my new company is a lot easier. A 1 page workflow; 45 mins chat; put in a box of objectives, submit; manager adds underneath and done - you get to see tha page at all stages, not hidden screens and politics and endless weeks of review, admin and overead!

God when I think back to all that rating of dozens of attributes, values, ethics and inputs and how I score myself and how you score it and..and..and... Just a tool for WFR's IMHO.

I remember managers being given templates of appraisal curves for their headcount to 'work to' and then were asked to submit 'provisional' appraisal scores for their staff ahead of the actual appraisal!? Obviously demonstrating real company ethics!

This provisional rating would allow the DXC budget holders to have early sight of the total 4's they could push to VR or CR. Sure, efficiences and automation would also generate cost reductions, but labour reduction was quicker and there was more of those!

Managers would then be asked to attend regional meetings to discuss their respective extreme's 1's and 4's which later became 1's 2's and 4's once it was felt that managers were pushing 2's to 1's to allow them to spread out the 3's to avoid using 4's, which would mean having to lose more staff they needed to keep the clients off their back. HR got wise to these 'tricks' and wanted piles of evidence to be submitted in what then became 'calibration meetings'

'Calbriation meetings' (aka Purge Friday) was a DXC game involving up to 12 managers who didn't necessarily need to understand what the other managers did, as long as they were in the same related sub-wbs element. Each player would be given a turn and within 2 minutes had to justify, using evidence, why their staff 2's should indeed be 2's and why their 4's should not be pushed to VR or CR.

The other players would then be asked to comment and challenge the other player. The bitterness settled in if one manager could see they were losing someone great when another manager was being allowed to keep someone poor with less evidence than they had.

Then at half time the lions were let loose on anyone who hadn't had a go and had to face HR on their own. The game ended when there are no staff left.

Nasty and unethical. But hey, those customer won't lead themselves on that digital journey!

Expect to be marked down either doing more than one persons job (due to WFR) or then pushed into WFR programmes coming up but not having to train in a junior or some one from low cost centre to take over your job when you leave

Get ready to get screwed and be told what an arsewhole you are, why you dont need any salary hike and instead why the manager did most of your work. Even after annual reviews there is no salary hike, whats the point of a mid year review ?

Did they not mention about a year ago that it was a quarterly one ?

Dont Xpect Compensation = DXC

Yes. A pig is a pig even if you (DXC) put lipstick on it. This piggish process will help them accelerate the WFRs, using it as a tool for the filter mechanism.