Without VSPs, ISPs, ERPs Intel would still have 150k+ headcount. I understand why these folks who has been there for 15+ years do not want to leave. Total compensation has been at the high end of the industry, so why give up this gravy train?
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Intel is becoming a sweatshop, at least here in Europe. I was involved in the hiring process, and HR told us to go for young people and we offer the lowest end of the salary range in the industry (50-55k€ in Munich - you can hardly pay your rent), "because they should be motivated to work for Intel " ???.
Good candidates. or students ex-interns laught us off when they heard the offer and went for the competition. So we had to take the B or C-people looking for a safe place to hide, and a boss they can please. Some of them have eventually grown technically, but most of them have learned the game fast and are producing PP , useless meetings and load the compute farm with useless jobs and bad code.
I had a genius students that teach us stuff - brighter than everybody else here. He went straight to Google. Nothing to do for him at Intel - he was sitting in meetings and amusing himself by asking the manager pertinent questions.
CHECK HR FILES FOR ABUSE, HARRASSMENT and MISCONDUCT of those Intel employees still employed at Intel.
Terminate all those reported and found guilty of misconduct by company Open Door Investigation. No reason to keep such creeps around in professional work environment. They deserve NO PACKAGE.
@JqJTPwp-3ipr Of course the best and most effective strategy is a surgical one where you cut the areas that aren't strategic or what not. ACT wasn't about an intelligent response, it was a stupid CEO trying to do something to keep wallstreet and the BOD from firing him.
"No need to get rid of lifers if they are performing good."
But they did anyway. ERPs/VSPs went out to all the successfuls. Followed by threatening email to not decline.
I wonder if Intel should have just been honest and said, "Business is down. We have to do HC reductions" period. Then look for redundancies, dead-end programs, etc., rather than create a spreadsheet algorithm based on employee demographics.
Why? To restore one's mental health.
No need to get rid of lifers if they are performing good. But to get rid of lifers or anybody just showing up for work, they should have continued doing performance management with warnings at mid year. IR in spring and you are out. wasn't that 5% of the head count?, want to get more than 5%?, then add colocation and site closures and VSP. No need to keep telling people that they are doing a good job only to slap them with an SL4 .
Best solution is for Intel to have a total compensation cap for employees. I know that non-exempt (hourly) employees have such a cap, so we just need the same policy for rest of salary employees.
Be sure to put on your bragsheet how you respect older experienced co-workers and love diversity all you trolls writing b.s. on here. Better yet just stay on your knees and be productive. LOSERS.
@JqJTPwp-1alk. There is a place for new RCG but it takes six months to two years before they are close to producing output that justifies there pay. To think from bodies count they are more valuable than experienced is classical stupid VP and Bain math that has Intel on the path to ruin
Before I retired in 2015, after 35 years of dealing with Intel bovine excrement, it was my experience, that every time we brought in some RCG MS or PhDs into our design group, we had to train them how to work, how to approach a problem, how to apply some analytical thinking, how to know when to stop analyzing scenarios, and how to apply an engineering solution, how to use Outlook, how to use Excel, how to use PowerPoint, how to setup a sim, how to know when a sim output was erroneous, how to debug a sim program, etc...etc...etc... In many cases, we even had to teach them how to compose an email, how to write in coherent English sentences, how to present to a large group, and how to speak in front of people.
I found it pathetic that we had to waste so much time and energy teaching them how to do their job. I always wondered what kind of college did they go to?
RCGs may be textbook smart, but, with few exceptions, many of them couldn't engineer a solution for finding a way out of a paper bag. And who did these RCGs always go to for help? The experienced engineers like me. Sometimes I felt like I was helping people fresh out of high school. "OK boys & girls, what are the properties of an Inductor?...anyone?...don't be shy..."
Very unfair stereotyping. Don't know any "lifer" with this attitude. Most of them are very dedicated and will work all hours, cancel vacations, etc to get the work done. Conversely, the Millennial/Gen Z are the one with the snooty attitude as if they are owed the job. Most take off well before 5 PM and don't follow up on weekends. When approached at the time assignment is due, they suddenly need more time. Many have stayed for 2-3 years and left the company so they are NOT the future of the company. RCGs don't respond to he need for a steep learning curve and are given every opportunity to prove themselves. Most fail to do so.
@JqJTPwp-yfs well said, i had felt similar, but I have found many companies snapping at my experience and looking forward to starting my second career in a refreshing new place without all the drama of the Titanic and hourly and weekend firedrills
Love the RCGs, don't know $hit nor how to do the most of basic, but they will do whatever their manager or the VPs wants no matter how stupid. Intel seems to have ample time to do things stupidly 3 or 4 times by RCGs and micromanaging managers than once more carefully thought out and correctly by a senior person with some experience and judgement,
Let's hear it for young cheap labor, LOL
I agree with OP. Intel lifers tend to believe they are more valuable than they really are. On top of that, they often complain about being underpaid. In spite of these delusional beliefs, these ingrates refuse to leave Intel. That is why Intel needs more ISPs.
trolls claim to value diversity
trolls want all old/lifers gone
Gotta love arguments that are applied only one way.
55+ are the new URMs.
What's wrong with lifers? And if you want to get rid of people based on age, maybe we should start with the BoD and Andy. They are allowed to stay well past 55+15.
US is getting to be a aging society not as bad as Japan or Europe but pretty old, old people Block younger ppl moving up, innovatukn, new discovery.
We need people over 45 to take a 50% salary cut or leave
Intel is a cash cow for the lifers. Then they get rewarded to leave 9-12 months paid to leave. Why not?
@ gps. BINGO !!
You should be more concerned with the 300+ VP's and deadwood management at every level.
I was a 20-year lifer and accepted VSP. Some companies value lifers, RCGs, and URMs alike -- really, that cross-section gives you another layer of diversity. I have found several companies who do value lifers and I'm going where I'm wanted. ACT is another mis-step IMHO. I was an RCG once too and now I have much more to offer -- the previous lifers have taught me so much more than a textbook ever could! I am so grateful & indebted to them. We could have learned from eachother too -- though I've hired and worked with many RCGs in my 20 years, I've not been all that impressed and I wasn't that immpressive as an RCG either so I'm not judging in any way, just sayin'-- but I'm no longer there to impart my construction, layout, systems, and procurements knowledge to you thanks to ACT. Others will be the beneficiaries. I wish you at Intel the absolute best as I've got 20 years on my resume -- turn this around and make it good, please! :)
Ditto, for most folks Intel pay is average at most. Less than average if you are stuck in places like Hillsboro or Chandler.
Intels pay is average
Lifer and TComp aro good.. you are a joker if you think Intel pay is the best. Keep fooling yourself, the reason people stay is more complex than that. Simply a rock tends to stay put unless a big inertia pushes it, easier to just keep collecting a paycheck in the system you know than go out and test your self..
I worked at intel a few decades, there was a time between stock option and doubling every process generation, the generous double digit contribution to your SERP that Intel was first class. EB or what they call Bonus was running greater than 5x multipler and we were getting 2 weeks of pay every 6 months. Those were the gravey train days. Come March a lot of new European cars showed up in in the parking lot even for Gr5 engineers and technicans, that was good pay. These days Intel and Bk are incredible stingy, he has said it himself Intel is not an ATM, they pay only what they need to keep you idiots.
In the old days it was a monopoly and every new generation of computer would and every increase in speed from 25MegH to 1GHz would be met with excitement at the computer stores. These days people line up for Samsung and Apple products and a new PCs is about as exciting a buy as a new washer and dryer. Yeah people are starting to upgrade again and the bottom of the market may be there, what after 8 quarters of slide.
These days compensation is "average" at 1x and in the 70% range of companies with the current profit and incentive. For senior ppt pushers at the principle engineer level and managers at SLM and higher the compensation is good, and to move to another company you'd have to work hard to regain your reputation, of course people choose to stay.
Now to bust your bubble, intel pay isn't the best how do I know. After two decades and my first L4 stock I had to go outside. Guess what out of the 5 offers two paid more, one equal and two less. One of the offers was a good 30% more money, one about 15% more money.
Keeping believing Intel pays well, the reality it doesn't even BK will tell you that they target compensation to be just enough to keep you.
Re: who has been there for 15+ years do not want to leave. Total compensation has been at the high end of the industry, so why give up this gravy train?
I'm one of those people that was there for 15+ yrs (16 to be exact). However, I DID want to leave. In fact, I wanted to leave the day the Rule of 55 applied when I hit my 15 year anniversary but waited for a package to be offered before leaving.
Who cares about a gravy train if you saved enough to retire early? I sure don't.