Contributed by anonymous:
How useful are these Q&As? Pay attention to the answer to the second question...
and laugh!
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LGBT intolerance problem at Sandia? I was just checking glassdoor.com and noticed several comments suggesting intolerance to LGBT at Sandia...
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So did you SSVSP and why? Give details.
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“Raise a concern, get blackballed then lose your job and benefits…” “…instead of raising your concerns just leverage on your skills and go t...
8 comments:
Lets face it people. That pay package was a message. A message from DOE and LLNS which clearly says. If you don't like our pay scale or the way we run things don't let the door hit you in the ass on the way out. Oh and by the way we need another 600 people to leave between now and June of 09. NIF is gearing down and we have no place to put you and as you well know operating funds are no better than last year plus the EBA funding got cut by 70%. Please keep up the good work and keep leaving. We must thin this place out at an accelerated rate. If you haven't figured it out yet your pension been abolish and your 401k is going down the toilet fast and there's no big projects coming into our facility.
Russo must have some beautiful roses in his garden....
Anyone with a lick of common sense would realise that mediocre pay will not retain high-quality employees unless some other incentive exists.
LLNL used to have those incentives, allowing it to get away paying folks so-so wages. Now those intangibles like interesting work, a stable work environment, and a good retirement package are all gone.
If LLNL is going be run by mercenaries, by God we ought to get premium mercenary-grade pay to go with it. That's how the major defense contractors can manage to get good people to work on their big projects despite letting them go after the project is complete.
October 9, 2008 6:22 AM
You don't understand. he doesn't give a rats butt about you. he's making $437K a month plus perks and just to make that clear he has just taken you Pacific Care and health net away from you and gave you blue cross and Kaiser and then raised you out of pocket expenses on all insurances in a year where you are going to get 1.5 cents on the dollar. I'd say that was might kind of THAT !!! You can take that in any context you want.
These Q&A on this subject matter were about as useless as the Q&A during the transition period. I think the real question here is, how many lies has LLNS told. Has anyone been keeping count? The answer is, they've been lying to you since the day they came on board, so why would you think they'll ever tell the truth. They're just like my dad said decades ago,"once a liar, always a liar". LLNS and DOE talk take the gold medal in this category.
Another timely Dilbert cartoon:
http://dilbert.com/dyn/str_strip/000000000/00000000/0000000/000000/20000/2000/200/28232/28232.strip.print.gif
What, you want a good salary with that job, too? Next I suppose you'll be asking for some benefits.
Watch it, mister. You can always be replaced.
(The Management)
Q: Compensation typically compares our average salary with comparator average salaries. LLNL hires the best and the brightest (i.e. above average). Why doesn’t the Laboratory compare to salaries above the average?
A: Our contract with DOE requires that overall the Laboratory pay its employees based on market surveys. Our position to market is indeed an average-to-average comparison for benchmark positions as our contract dictates. This average-to- average comparison establishes on a percentage basis what the Laboratory will be allowed across the entire population to compensate its employees. Individual compensation decisions take into account skills, knowledge and abilities (SKAs), performance, and overall contribution to the Laboratory and may result in salaries above, at, or below the market average.
Do you people actually believe this. The way they rank you is by salary and perception, nothing else. They can help you if they wish or hurt you for your entire career as often as they wish and justify their every act completely.
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