I am hearing that all LLs must have at least 6 direct reports in the organization after the “smart” redesign. Anyone else hearing this? Unfortunately that is all I heard. Not sure if there will be any exceptions made or not.
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If you can get rid of one LL6 then you can get rid of all the 6 to 8 reports
@YJ8QTZi-3bab It was offered as an option for some people who were let go in March. I don't know of any that actually continued working, but they had their last paycheck in addition to however many months of severance they were given.
I have never heard of any company having a policy where work is "optional" for employees who are being let go. They dont want mopey people around who might cause problems. This sounds to me like a BS rumor.
Also we were told that the two weeks from 15-May to 31-May were "optional" and you could just pack up and leave. Or -- if you are entirely brainwashed and a real s---er -- you could come in during the last two weeks to "transition" your work to someone else.
Regarding GSRs . . . we were told they were not targeting any GSR reductions, only LL6 and LL5. But they told the GSRs "but you really can't tell what might happen" so not to get too confident.
Were you told any numbers regarding the GSRs?
If I am notified on the 15th I am being “Smart Redesigned”, I will not be working up until the 30th!
We were told . . .
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Can't say how many cuts are coming, and we should "listen to the rumors, because they seem to be pretty accurate". Rumors I heard are cuts as high as 20-25% of total LL6+LL5 in the org
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Target is 6 reports for each LL, but there may be some number of "individual contributors" at the LL6 level with no reports, e.g., Tech Specs
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Any "demotions" would need to be approved by Hinrichs, so don't count on many; either you have a job as an LL6/LL5, or you're gone
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Notifications coming 15 May, separation on 30 May
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"Don't worry, our director is a good guy and looks at everybody as family. I'm sure he'll do a fair job."
R if the tech leader had direct reports before, they now report to the manager. So really, number of heads didn't change so much...just got moved around.
I have heard it and observed creative solutions. In the run up last year some LL5 promoted people to LL6 so they met the 6-8 reports, and also added contractors and new employees. My LL5 did just this. Hiring anything with a pulse. It is a total waste of company money. We had too many people to begin with.
Another LL5 shuffled official reporting structure to protect an inept, but well-connected LL6. The inept LL6 is still doing nothing and the true LL6 is still directing work.
In a just world, both of these LL5 would be SIRPed along with the inept LL6.
I have heard this too and I think it is a good idea.
FoE Quality: we have been told 6 to 8 is the appropriate number of direct reports going forward. Currently our organisation is so far away from that, with some LL5 having one LL6, who himself has only 2 GSR.
In R&A where they have finished SRD, there are LL6s reporting to LL6s. There are also exceptions where some people who are considered technical have no direct reports.
If this is so, then how can they lay off any GSRs? In my area, there are 4-5 per section.
We were told the target is 6-8 people per LL6.
Does agency resources count ?
4-6 is what the consultants recommended. I'm thinking maybe some LL6s will have to move down to GSR level or leave.