From what I hear there is going to be an accelerated review (happening right now) to identify candidates for layoffs and then a delayed fall cycle regular review. Is this true? Can some managers comment?
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126496: There actually IS a process HR uses. I saw a power point presentation that they give to HR online somewhere last year. (I don't have the link, but I think I found it by running a Boolean search Googling "Qualcomm" and "layoff.") In short: HR attempts to "incentivize" resignations. Then it has legal vet the people who are slated for layoff. The people who might create "legal problems" are often downgraded and put on PIPs. If you are dismissed for poor performance, it is extremely difficult to win a case based on discrimination.
126470: You forgot the little "snark" symbol.
In this corrupt review system, QC is going to try to avoid lawsuit at all cost as it hurts its business.
Pregnancy leave is not protected of there is a full scale layoff (neither is FMLA) all employees have to be treated equal during a layoff so no one is fully protected. One thing Q might do though is not actually lay you off while you are on leave but rather when you come back. They do try to make sure from a health perspective you are covered.
Anybody who has been working for QCOM for a while knows that this will not be a fair and impartial process based on merit.
Layoffs have strict requirements to avoid discrimination lawsuit's so company of QCOM should have a Criteria ( i.e Performance, whole group team cut,etc..)
Yeah there is criteria, and it's flexible to suit the business needs. Your job may no longer be needed for a multitude of reasons, even if you were a high rating.
Maybe the criteria fits 90% of the people that get layed off. But there will be exceptions when it is thousands of people right? Don't be cocky. Don't expect a high
number on your head to save you. Be prepared. How is that bad advice?
@ Anonymous126449 "Everyone seems to want some kind of hard rule set to know what will happen to them"- It's layoff so their has to be some criteria,company can not choose folks randomly.
Everyone seems to want some kind of hard rule set to know what will happen to them.
Well you can't. Q isn't different than any other company making these decisions in my view
having been at other companies where lay offs were the norm.
Each of us no matter who or what rating can be laid off regardless. There
will be reasons that don't fit the rating system. Don't get cocky. Don't
think your special or less likely because you got a great rating last time.
Or you will be in shock when it happens to you. Count on being layed off and be prepared for the worst.
Just common sense. If you don't then a pleasant surprise, but for how long? Have a plan.
What about new hires who recently joined and have no review history?
Most of these managers themselves so confused.. this first time they are dealing with this scale of complexity.Manager job suppose to be admin ( no offence intended) job in Q and these guys are really not trained to handle this complex people issue.No wonder why upper management is so tight lipped...It will be massive task to effectively thin down QCT without losing the competency ( to preserve shareholder value).
This info should have been delivered by your manager. There is an "initial" review on your merit and bonus ratings for the current review, which is taking place now. For the folks who are not laid off, there is a full/normal review for the same review cycle after mid-Sept. iManagement will use your past history (multiple reviews) to create a ranking, not just your most recent review numbers. Each project will also have a targeted head count to meet, but even folks in the bottom of the project ranking may not necessarily get cut if the bottom folks are still high performers. They might need to join another team instead. Likewise, not all higher performers are necessarily saved if their skillsets are no longer needed. But my guess those would be rare. Not all projects will be treated the same, as some projects will be cancelled, some will be left untouched, while others are in-between. You can click on the link accompanying the internal email on strategic alignment for the details. Since the layoff is 15%, if you have a higher rating than the average, then you should be fine, statistically speaking.
Anon12636: Good question about pregnancy leave. How many years have you been with the company? If you've already been for a few review cycles, I would guess they may base your rating on your previous ratings. You could argue that this is not entirely fair to you, and you may even say that you are essentially being unfairly discriminated against due to your pregnancy. You can e-mail HR or your Line Manager to ask, but I bet they won't have a clue at this time.
What difference does it make if it's different from the Fall review cycle? Why do you care about bonus/promo/stock when you don't even know if you get to keep your job?
I'm assuming there will be a separate Fall review, or an updated version of this review later in November, so you can worry about your bonus/promo/stock then (if you still have a job).
But, is this a different review from the fall review cycle?
Whats happens to people who are on leave( personal,medical,pregnancy, vacation etc..) will they be ranked as well? I am on currently on pregnancy leave ..
I don't think the "tell" will come until mid September. But I guess if you're score is low you can infer that you might get told in September.
I think they're waiting until mid September because there will probably need to be multiple meetings with Directors and Managers to determine who beyond the low performers (e.g., the '4''s and '5's) to cut. They'll need to argue about it, therefore have a few weeks of meetings to figure it out.
How have they told people in the last layoffs? Who tells you?
Also, technically these are ratings (0 to 7), not rankings. It is tough to say what will happen if in some groups everyone gets '5', for example. Yes, I know not likely, and at least these ratings can be used to identify the low performers. But I think what will happen in many groups is all but a few will get '4' or higher, and many may cluster at '5', so the ratings may not give enough information to determine the individuals cut in many groups. Then it will probably come down to Directors meeting and somehow deciding (strategic priorities, seniority, debate, who knows).
How about promos? Are they going to freeze promos this review cycle. Or promote employees on one side and layoff on the other side?
If they have a bonus pool and RSU pool, I am assuming they will also have to promote folks.
So basically the typical bullshit beauty contest. The seats will change, the corrupt players will stay the same. The little guy suffers. It's the Qualcomm way.
Performance ratings and bonus ratings will be entered now itself. Actual bonus money and rsu will be communicated later. There will be provision to update reviews later for people not getting affected.
Managers I think need to provide their rankings by Monday and then it gets rolled up to the director, VP etc.
Some teams have asked from individuals on their accomplishments over the last 6 months whereas some like mine have not asked any information.
Is this just to come up with a list for the layoff? Will the fall review cycle commence after that?
I thought the feedback is due by the end of this week. So the ranking won't occur until next week... due Wed of next week COB, right?
Yes, ranking of each member within a team. This is supposed to be completed by end of this week.
"Ranking of every team"... you mean ranking of individuals on every team?
I do not think that is true. I heard that the fall review will happen a few weeks late this cycle...essentially November instead of October.
This is not really a review, it is ranking of every team that is rolled up.
In parallel I am also getting requests for feedback etc. I am not sure if that is for the immediate review or for the full fledged fall review.
Someone with knowledge of this, please clarify!
My understanding is that you will be reviewed without you input (that is the accelerated part) and that will decide if you keep your job.
So far no real information on temps. I am guessing that they will say each department will have to cut x number of temp positions and those who are chosen won't have their contract renewed.
I think this takes the place of the Fall review cycle.
My lead also says he himself is not sure. I don't think the leads know what percent is going to be cut in their subdivision, so they can't really say.
Maybe some know the percentage to be cut in their division, and thus can give assurances to some. Technically they shouldn't know that until all the feedback is in.
But will there also be a regular fall review cycle after this one? So do we get two separate ratings etc? I am very confused.
My lead said he himself is not sure, looks like no one know much yet. they are just finishing review..
Ask your team lead if you are safe. If he does not say yes, then you are not safe.
Wednesday the following week. It appears not all managers have communicated this yet. Or I suppose some groups could be spared for a variety of reasons, but I don't think so. Having all groups complete reviews fits within a "shared sacrifice" theme.
Yes, it's true. You should talk to your manager and discuss this to make sure you provide your self-feedbck
Wednesday as in tomorrow? When does the regular fall review cycle start? Will these ratings be different from what one would be rated on for the regular fall review cycle?
What is the elimination criteria? Is it based on ratings? Or how well you get along with your boss?
thats right. ratings have to locked by wednesday cob