We have been hearing the RIF selection criteria comes from VP level and Global HR people. Even the direct manager, 2nd level manager or director level are not involve in the decision making. So where is the fairness when good productive people gets picked, some from blocker 4,2.5. Just a report with numbers is sufficient for Global HR, finance executive to know a person? Why don't we throw away HPD since the results and behaviors ultimately do not form a basis in RIF exercise.
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Don't know the criteria but you are right... the decisions are made way above the Director level. All directors I know had NO clue about their people until it happened. All my peeps gone no notice to me, their manager.
Glad to be gone from a company who’s upper leaders have no idea about what’s going on at the working level.
Equations are basically a function of:
1) how much you make (hurts old timer)
2) how expensive your severance is (hurts people that hired in min career)
3) your age. They will match the standard age distribution of the remaining population. (Hurts young people)
Of course, upset the wrong VP or Director, and you will be gone. That's why the long time managers and directors never fight for what is right. Even if they know a mistake is occurring that can cost the company millions. Safer to play dumb and let the program flop.
The RIF rules are simple: years of service, high salary and age. Pretty much same process in Corporate America.
My boss choked up and said he had no idea. I freaking had to comfort HIM. He boxed up all my things while I directed him, carried them to my car and said he was so sorry.
For our site, the most venerable are those who’s manager is off site. We lost 100% of our support staff plus 1/2 of those working on project 248...
This is corporate "triage" to stem bleeding-out financially. The heaviest-weighted criteria will be to RIF those whose total comp can contribute the most to reducing expenses by being let go. The heavier the bleeding, the less subjective the criteria.