https://www.davidclutterbuckpartnership.com/what-to-put-in-place-of-the-9-box-grid/
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Allied-Signal lost an age discrimination lay off suit years ago before the merger which is why every RIF person gets an anonymized spreadsheet of the ages of those in mass RIF action. Which makes me wonder if the flow of mini-RIFs can be subjected to the same analysis if the victims think that age discrimination is happening. Problem with age discrimination suits today is that US govt has to process the claim first and give you permission to proceed. Very slow process.
@7-xez, thanks. I vaguely recall a class action age discrimination suit againts HON (Sperry at the time), and believe HON lost. If they are still using same "undocumented" practices, then they are asking for another lawsuit.
I worked in HR there for many years and never a supportive of the 9-box methodology. I did a study once...pulled all the 9 box info from the system for 5 consecutive years, pulled employee age/retirement data and saw a trend...those that were at or near retirement age, almost always either moved to a 5 or an outer elbow box in their last year...crazy...I showed my manager, gave them the data...suddenly my own rating was changed the following year to an outer elbow and fired...nice way to bury the truth. Any HR that is still there at HON and reading them, pull the data...let it speak! Class action anyone?
If you are fired "for cause", you can't collect unemployment in most states thus keeping Honeywell's unemployment premium from rising in the long run.
Nine block is fine it is the PIP dance that should be eliminated. Simply require manager to immediately fire any employee in outer elbow. Failure to meet staffing demand or productivity causes manager to be ... immediately fired.
The current system has no check and balance and promotes dishonest relationships. Tell it like it is. If you don’t want to keep employees fire them now.
Yeah, I was at happy hour for a well respected employee who is quitting Glendale Space.. I was chatting with some friends there and they tell me of older folks who got PIP'd because they did not meet the 10% OT quota. What irritated me further was that the engineering director was also at the party. He was the one asked in his ES re-org meeting a week back about the 10% OT and he danced around it. Even had his HR chic there blathering that our OT policy on-line. But we all know it says nothing about OT 10% .
And I'll bet that there was no way in the world you or anyone else could meet the PIP requirements.
I went from 17 years block 1-2 consistently to PIP in my 18th year. No stops in between! Trumped up charges; when I questioned my manager she simply said. ‘It’s your turn. And I know you won’t agree with the reasons but. It’s just your turn.’
Went to hr with proof that the charges were false. Same reaction from them. It’s your turn and that’s that.
Funny how it coincided with my 58th bday.
Relegated to a 5 after 10 years of upper elbow ... when I ask what is different from year to year, I get a blank look and the response ... nothing wrong with being a 5. 320 more days to retirement!
Thanks Jack Welch. Yes, you get a new Manager and all the sudden they are papering the file against you with Trumped up excuses to justify getting rid of you because you're now too old and an expense. They don't value experience. Leadersh*t is hell-bent on running HNY into the ground and getting out with their oversized and undeserved bonuses in the meantime.
I liked the nine-block. I was put in the elbow after years of glorious reviews. Once in the elbow, I realized I had no more value to the company so I quit. I have never been happier. Just one person’s opinion.
Aye. This is Honeywell and it's GE spawned upper management emulating the gross and cruel practices of GE. We all know how well GE is doing.
Aye. What a stupid system! It kills morale and both employees and managers hate it. Who ever created this must have been an evil evil evil person. How can I be a 5 one year, a 2 the next three years then I get new managers and suddenly I am a 6 because they don't want to give raises.