All the people who are leaving for greener pastures are taking care of that. There are too many folks leaving right now to be able to justify layoffs. It works for Cisco as well, since the company doesn't have to pay severance. All it needs to do is not backfill positions, and that's exactly what's been happening. You can all relax when it comes to cuts.
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I'm a grade 8 engineer and what should be my last two years IPF and current year IPF to be eligible for top performer?
If you've been at Cisco long enough to have two years of IPF plus this year, you should probably already know the answer to this question.
- 0 is neutral, i.e. did your job satisfactorily.
- 0 IPF. You'll be on an LR list soon.
- 0 > x > 1.3, your manager wants to reward you, but you're just doing above average.
1.4, you're doing good.
I don't know what a "top performer" rate is, or even what the max IPF is, but the most recent early retirement offer was not eligible for top performers to take, which they said was people with IPF's over 1.5.
Plus this time, salary increases and RSUs are only for top performers. It's documented HR guidance.
Duh. What company in the history of capitalism has ever given a salary increase or RSU's to poor performers?
Even just doing the bare minimum barely deserves a COLA increase. They'd rather not give you a COLA and save money until you quit or you fall so far behind the incoming new hires that they have to catch you up to keep from getting sued.
Being ranked a high performer is not at all arbitrary. You work your a-s off and get results.
In my function , IPF, salary, promo, and stock go through multiple calibration sessions up to the SVP level. My observations are that the outcomes have been fair.
Being rated top performer is purely arbitrary. Your manager decides and informs his or her chain of command.
what do you mean by documented HR guidance ? and who comes under top performer ?
I'm a grade 8 engineer and what should be my last two years IPF and current year IPF to be eligible for top performer ?
Plus this time, salary increases and RSUs are only for top performers. It's documented HR guidance. That's a lot of people left behind and some of those will be leaving.
that's a win-win scenario for all. the departing employee has a new gig, current employees are not LR'ed, cisco saves on severance package.