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Monday, January 20, 2014
500 series
What happened to the elimination of the 500 series?
19 comments:
Anonymous
said...
What do you mean by eliminate? Is that as in lay off or recategorize? I have not heard this being talked about. Is it a new plan or has it been in the works?
Most areas in within engineering these days have 300 series technical people reporting to 300 series supervisors (?). I suppose what happens to 500s may happen to 300s as well.
If you are a 300 technical or 300 engineering associate, reporting to a 300 supervisor/superintendent, instead of a group leader/deputy division leader, it is most inappropriate and undermines the ERB exempt guidelines and distinctions for reclassification to 300 from 500.
Years ago there was talk of only hiring future 500 tech employees through supplemental labor (Akima for example). There was no discussion I am aware of to eliminate existing 500 series employees. I am not in management though. I would monitor the external job postings for FTE Career 500 series assignments.
I've written several notes on PA's for 500 series folks who work on my projects indirectly asking engineering management what are their plans for training and attrition in the technical ranks. Silence. Unfortunately, I don't see any leadership in engineering management. I honestly have no idea what they are doing and how they justify their daily existence. I'm afraid I am going to have to outsource E-tech help within 5-7 years.
I think the LLNS plan is to phase out all but the 200's and out-source the remaining tech and admin support. Sure seems that way to me anyway. I'd love to be proven wrong over the next ten years though.
I think that's an unreasonably pessimistic reading events. There has been no discussion about outsourcing all the tech jobs. In fact, there is usually considerable resistance to getting Akima techs. Justification for why it has to be Akima is required.
"...I think that's an unreasonably pessimistic reading events. There has been no discussion about outsourcing all the tech jobs. In fact, there is usually considerable resistance to getting Akima techs. Justification for why it has to be Akima is required..."
I respectfully disagree. I know career EIT/EBAs pushed out of their of programmatic assignments while SKA comparable Akima assignments were left untouched, even when the SKA match was brought to the attention of the responsible "workforce manager".
LLNS EBA "Brokers" have directed or offered career FTE EBAs posted Akima job openings. Despite language to the contrary from SHRM, LLNS EBA "Brokers" have told EBAs they have no authority or weight with the programs or engineering divisions to suggest assignments be filled with suitably skilled EBAs.
The SHRM developed EBA "Broker" function is a construct for 20,000 ft. offsite observations of our good faith efforts to help EBAs find work. It is purely a defensive maneuver in preparation for EBA lay offs.
The bottom line is hiring all future 500 series employees through supplemental labor is consistent with the LLNS "at will" trend line and policy updates. What percentage of recent lay offs were 500 series employees? Are 500 series employees the primary buffer to budget fluctuations?
I would not expect LLNS to provide advance notice of this decision for morale reasons that relate to reasonable employee career growth expectations and job stability.
I know from experience, there is absolutely no legitimate effort to help EBAs find work. You are on your own, carrying the stigma of being an EBA. Good luck with that. It's a total joke, just a cover against lawsuits ("We tried to help her find work, but there just wasn't a match"), because the intent of management in EBAing you is to push you out the gate, and out you will go unless you find someone who is willing to buck management and take you on.
Sooner or later prospective hiring managers that received "whispers in their ears" to not hire particular EITs or EBAs will end up testifying under oath in court. Unless they are willing to risk perjury charges, and some senior LLNS managers already have, it should expose what has been going on at LLNS. It is unfortunate that it takes lawsuits or court room testimony to flush out these problems.
I agree with January 24, 2014 at 8:32am. I had this precise experience. I was told that I would be "brokered" in the candidate pool, but not one potential job was presented. Then I was told that I would soon be released. I am a dedicated worker with broad and deep skills, yet when I stated that I would be willing to take a job anywhere at the laboratory, I was told that there are no positions for me. I ultimately found my own work, no thanks to the matrix, and my new program is highly satisfied with my performance. Screw the matrix!
I would suspect that 500 series jobs will be filled by subcontractors such as Akima and the classification could disappear by the fact no new FTE hires in that classification would occur.
Even in the good old days 500 series were sometimes treated as a necessary but burdensome resource. No flames please, I was a 500 and lived and saw the class distinction between the professional and technical groups.
There is the adage why buy a cow when all you want is a quart of milk. It's a phrase that LLNS probably holds near and dear.
"...There is the adage why buy a cow when all you want is a quart of milk. It's a phrase that LLNS probably holds near and dear..."
I think you are correct about the LLNS point of view on this. The problem arises with classified or proprietary work and a constant rotation of supplemental labor from the outside, not to mention the Q clearance expenses if needed, and the perpetual "deliberate operations" mode.
Back in 2005, there was talk of keeping the science and engineering staff with UC, and outsourcing HR, Plant, Security, and other (not my words) non-core mission assignments.
Out of all the classifications at LLNS in the last few years, the 500 series staff is treated most like job shop temps. You want to view "Christmas Future"? Look at what is happening to your ETA/EBA 500 series coworkers. Even if they find a job that is programmatically funded, to extend the stigma, they are put on "90 day probationary status". What a sad circumstance. They are not deserving of this. All 500 series to be supplemental labor in the near future? Ya think? Don't expect an advance Hallmark card notification. What is to stop LLNS from proclaiming a "business" or "budget" need to dump 500 series FTEs for Akima or other supplemental labor? We are all "at will" employees, and LLNS has been busy rewriting employment policy with little or no resistance. Who has benefited from the policy updates, employees or LLNS the LLC?
19 comments:
What do you mean by eliminate? Is that as in lay off or recategorize? I have not heard this being talked about. Is it a new plan or has it been in the works?
Most areas in within engineering these days have 300 series technical people reporting to 300 series supervisors (?). I suppose what happens to 500s may happen to 300s as well.
If you are a 300 technical or 300 engineering associate, reporting to a 300 supervisor/superintendent, instead of a group leader/deputy division leader, it is most inappropriate and undermines the ERB exempt guidelines and distinctions for reclassification to 300 from 500.
What is ERB?
What is ETB?
ERB = Employee Review Board (exempt qualification committee)
Can ANYONE answer the first question? What is meant by ELIMINATE?
I think that this thread is basically a hoax. I have heard zero conversation about "eliminating" 500 series - in any sense of the word "eliminate".
Years ago there was talk of only hiring future 500 tech employees through supplemental labor (Akima for example). There was no discussion I am aware of to eliminate existing 500 series employees. I am not in management though. I would monitor the external job postings for FTE Career 500 series assignments.
I think that is what it is...no more hiring of 500 series. They already are not replacing them.
I've written several notes on PA's for 500 series folks who work on my projects indirectly asking engineering management what are their plans for training and attrition in the technical ranks. Silence. Unfortunately, I don't see any leadership in engineering management. I honestly have no idea what they are doing and how they justify their daily existence. I'm afraid I am going to have to outsource E-tech help within 5-7 years.
I think the LLNS plan is to phase out all but the 200's and out-source the remaining tech and admin support. Sure seems that way to me anyway. I'd love to be proven wrong over the next ten years though.
I think that's an unreasonably pessimistic reading events. There has been no discussion about outsourcing all the tech jobs. In fact, there is usually considerable resistance to getting Akima techs. Justification for why it has to be Akima is required.
"...I think that's an unreasonably pessimistic reading events. There has been no discussion about outsourcing all the tech jobs. In fact, there is usually considerable resistance to getting Akima techs. Justification for why it has to be Akima is required..."
I respectfully disagree. I know career EIT/EBAs pushed out of their of programmatic assignments while SKA comparable Akima assignments were left untouched, even when the SKA match was brought to the attention of the responsible "workforce manager".
LLNS EBA "Brokers" have directed or offered career FTE EBAs posted Akima job openings. Despite language to the contrary from SHRM, LLNS EBA "Brokers" have told EBAs they have no authority or weight with the programs or engineering divisions to suggest assignments be filled with suitably skilled EBAs.
The SHRM developed EBA "Broker" function is a construct for 20,000 ft. offsite observations of our good faith efforts to help EBAs find work. It is purely a defensive maneuver in preparation for EBA lay offs.
The bottom line is hiring all future 500 series employees through supplemental labor is consistent with the LLNS "at will" trend line and policy updates.
What percentage of recent lay offs were 500 series employees? Are 500 series employees the primary buffer to budget fluctuations?
I would not expect LLNS to provide advance notice of this decision for morale reasons that relate to reasonable employee career growth expectations and job stability.
I know from experience, there is absolutely no legitimate effort to help EBAs find work. You are on your own, carrying the stigma of being an EBA. Good luck with that. It's a total joke, just a cover against lawsuits ("We tried to help her find work, but there just wasn't a match"), because the intent of management in EBAing you is to push you out the gate, and out you will go unless you find someone who is willing to buck management and take you on.
Sooner or later prospective hiring managers that received
"whispers in their ears" to not hire particular EITs or EBAs
will end up testifying under oath in court. Unless they are willing to risk perjury charges, and some senior LLNS managers already have, it should expose what has been going on at LLNS. It is unfortunate that it takes lawsuits or court room testimony to flush out these problems.
I agree with January 24, 2014 at 8:32am. I had this precise experience. I was told that I would be "brokered" in the candidate pool, but not one potential job was presented. Then I was told that I would soon be released. I am a dedicated worker with broad and deep skills, yet when I stated that I would be willing to take a job anywhere at the laboratory, I was told that there are no positions for me. I ultimately found my own work, no thanks to the matrix, and my new program is highly satisfied with my performance. Screw the matrix!
I would suspect that 500 series jobs will be filled by subcontractors such as Akima and the classification could disappear by the fact no new FTE hires in that classification would occur.
Even in the good old days 500 series were sometimes treated as a necessary but burdensome resource. No flames please, I was a 500 and lived and saw the class distinction between the professional and technical groups.
There is the adage why buy a cow when all you want is a quart of milk. It's a phrase that LLNS probably holds near and dear.
"...There is the adage why buy a cow when all you want is a quart of milk. It's a phrase that LLNS probably holds near and dear..."
I think you are correct about the LLNS point of view on this. The problem arises with classified or proprietary
work and a constant rotation of supplemental labor from the outside, not to mention the Q clearance expenses if needed, and the perpetual "deliberate operations" mode.
Back in 2005, there was talk of keeping the science and engineering staff with UC, and outsourcing HR, Plant, Security, and other (not my words) non-core mission assignments.
Out of all the classifications at LLNS in the last few years, the 500 series staff is treated most like job shop temps. You want to view "Christmas Future"? Look at what is happening to your ETA/EBA 500 series coworkers. Even if they find a job that is programmatically funded, to extend the stigma, they are put on "90 day probationary status". What a sad circumstance. They are not deserving of this. All 500 series to be supplemental labor in the near future? Ya think? Don't expect an advance Hallmark card notification. What is to stop LLNS from proclaiming a "business" or "budget" need to dump 500 series FTEs for Akima or other supplemental labor? We are all "at will" employees, and LLNS has been busy rewriting employment policy with little or no resistance. Who has benefited from the policy updates, employees or LLNS the LLC?
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