tag:blogger.com,1999:blog-5936951073896589340.post8584717812127326971..comments2024-03-28T15:27:51.773-07:00Comments on LLNL - The True Story -: LLNS feeUnknownnoreply@blogger.comBlogger50125tag:blogger.com,1999:blog-5936951073896589340.post-40618661363331482282014-07-26T11:09:26.441-07:002014-07-26T11:09:26.441-07:00Has DOE heard back from LLNS or LANS on the public...Has DOE heard back from LLNS or LANS on the public service low fee model?Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5936951073896589340.post-74419143150986127782014-07-25T06:40:46.185-07:002014-07-25T06:40:46.185-07:00Things to think about,
1) TCP1 could tank, too, an...Things to think about,<br />1) TCP1 could tank, too, and you can make a lot of money in 401Ks and stock options.<br />2) You can pull a much higher salary, in all areas save perhaps administrative/secretarial, outside. But you do have to work for it and accomplish great things; invigorating.<br />3) Yes, starting over is stressful but invigorating too. And you probably don't have to move, though you may have to commute farther.<br />4) Shorts and sandals, and two-hour lunches, doesn't cut it anywhere else, true, depends how important that is.<br />Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5936951073896589340.post-15013564897309057832014-07-24T17:28:04.516-07:002014-07-24T17:28:04.516-07:00Don't forget the 2-hour lunch breaks to run, w...Don't forget the 2-hour lunch breaks to run, walk, bike, pump iron, or loaf.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5936951073896589340.post-67122271149567998042014-07-24T14:02:07.944-07:002014-07-24T14:02:07.944-07:00In approximate order, I have yet to leave because ...In approximate order, I have yet to leave because ...<br /><br />1) Increasing future payout of TCP-1 pension<br />2) High salary - I could never make this much money at a real organization if I accomplished so little<br />3) Hassle factor of moving / starting over<br />4) Casual atmosphere (jeans, shorts, sandals)<br /><br />I have been headhunted several times in the last 10 years, along with two formal job offers.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5936951073896589340.post-59350858214564749262014-07-24T13:02:08.766-07:002014-07-24T13:02:08.766-07:00"...Putting the complaint into more perspecti..."...Putting the complaint into more perspective would facilitate a more rational conversation about the things that need to be fixed, and their significance. To simply rail about how nobody CAN ever appreciate you, and you could make so much more money elsewhere doesn't contribute at all to solving whatever the issues might be. And the poster made no mention at all of trying to fix the problems..."<br /><br />All logical points with a systematic pathway to solutions. Well said. <br /><br />However, it might be problematic for this or other employees to provide specific details without mapping himself to the workplace and coworkers involved. Your process is valid, but the consequences must be carefully considered against the probability of a positive benefit or outcome. <br /><br />This becomes a quandary for employees with concerns that know of coworkers who have voiced their own concerns only to find themselves irreversibly cross-threaded with their LLNS managers.<br /><br />This does not diminish the value of your suggestions. I'm just saying there is another dimension of consideration here.<br />Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5936951073896589340.post-7267280821786406272014-07-24T10:05:38.269-07:002014-07-24T10:05:38.269-07:00I know it's a big mistake to try to have any s...I know it's a big mistake to try to have any source of nuanced discussion on this blog, but what the heck.<br /><br />I think it is important for people to have a balanced perspective, which is why I asked the question "why are you still here?" (And recall that it was a question, not an instruction to leave.) The answer to that question is that there is set of positives that keep you here, which could include any of things cited above, plus: interesting work, interesting colleagues, good benefits, nice office, good weather, the comfort of inertia, whatever. Putting the complaint into more perspective would facilitate a more rational conversation about the things that need to be fixed, and their significance. To simply rail about how nobody CAN ever appreciate you, and you could make so much more money elsewhere doesn't contribute at all to solving whatever the issues might be. And the poster made no mention at all of trying to fix the problems.<br /><br />Each of us always has the option of finding different employment. Trying to do so has benefits for us as individuals: either we find and accept a better position, or we find that the position we have has some positives that perhaps we did not appreciate. It also benefits everybody else: it improves the attitude of a co-worker, or it sends a message that LLNL is having trouble retaining that kind of employee. It is helpful and kind to remind people that they have choices, when they are feeling trapped, as the poster seemed to feel.<br /><br />I am not recommending that managers should suggest in group meetings that somebody should look for a new job because of "dissenting opinions" (how do you people come up with this stuff?). And I am not endorsing any sort of "my way or the highway" culture. <br />Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5936951073896589340.post-59058318243378408572014-07-23T10:14:42.230-07:002014-07-23T10:14:42.230-07:00"... I am, in fact, one of those with decades..."... I am, in fact, one of those with decades of valuable knowledge, and an experienced manager in many successful leadership positions..."<br /><br />And you think employees with children, grandchildren, friends, family, mortgages (some underwater), spouses working in the area, etc. with value to LLNL missions, should simply pick up and leave as a solution to a solvable LLNS problem without FIRST attempting to resolve it? How do you define "experienced manager"? <br /><br />Ideally management candidates are expected to have people skills and an understanding for others to solve employee concerns in the workplace setting while keeping workplace stress to a minimum. <br /><br />Management candidates are not encouraged to escalate and polarize their staff by suggesting a member(s) leave the lab in response or as a solution to "dissenting opinions". Is this the LLNS doctrine? <br /><br />The fire everyone who doesn't agree with me or strongly encourage them to leave management approach to a problem would not go over well in an interview for a management position with unknown interviewers to the candidate. <br /><br />The "my way or the highway" culture at LLNS is getting progressively worse. Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5936951073896589340.post-26538937247091930382014-07-21T17:18:13.580-07:002014-07-21T17:18:13.580-07:00To randomly speak of external job opportunities is...To randomly speak of external job opportunities is one thing. To immediately suggest this option as the sole solution to voiced workplace concerns might be interpreted as callous or suggests there are never solutions to employee workplace concerns. This may not be the best strategy. If one person raises a concern, perhaps hundreds have the same point of view. <br /><br />As a manager would you respond to an employee in a group meeting by saying leave LLNS if you have concerns? I don't think so. <br /><br />The best way to minimize LLNS blog negatively is to demonstrate LLNS is a workplace open to employee opinion and concerns free of employer intimidation and reprisal. Note the word demonstrate not simply state.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5936951073896589340.post-14759634009893130982014-07-21T16:09:37.561-07:002014-07-21T16:09:37.561-07:00To July 21, 2014 at 10:23 AM - The poster rattled ...To July 21, 2014 at 10:23 AM - The poster rattled off a list of bad things about his job, citing nothing positive. And the bad things were BIG things, not just minor annoyances. I asked the question precisely to see what kinds of positives may also be present under those circumstances.<br /><br />To July 21, 2014 at 11:16 AM: I can read this blog, so I can see what issues are recurrent. I am not new to the workforce, nor do I have a PR or legal function. I am, in fact, one of those with decades of valuable knowledge, and an experienced manager in many successful leadership positions. So what's your point? <br /><br />I disagree with your assertion that it's bad to encourage some employees to look elsewhere. How can you be so callous as to want the original poster to continue under the circumstances he cited? That's just mean-spirited, and bad management.<br /><br />I have never known a single person who regretted looking elsewhere for a job when (s)he was unhappy. The person invariably either found a nice new job, or found out that what they already had was pretty good and became more happy with it.<br /><br />Think about it yourself.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5936951073896589340.post-63287343346453635762014-07-21T11:16:43.697-07:002014-07-21T11:16:43.697-07:00"...What is the logic you use to remain in a ..."...What is the logic you use to remain in a job which appears to have nothing but negatives for you?..."<br /><br />What motivates you to make global statements like "a recurrent issue on this blog"? Are you new to the lab or new to the workforce in general? Do you have a PR or legal function at LLNS? <br /><br />Many of our employees have decades of valuable knowledge. Experienced managers in successful leadership positions do not undermine employee opinions or advise them to leave when they disagree with them. To do so as has been said, are the actions of a "setting sun" organization. Think about it.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5936951073896589340.post-998843166705812232014-07-21T10:23:01.807-07:002014-07-21T10:23:01.807-07:00July 17, 2014 at 7:01 AM never said his job was &q...July 17, 2014 at 7:01 AM never said his job was "nothing but negatives". This is your conjecture which is OK, but lets not attempt to discredit his observations. All jobs have challenges and it doesn't mean one must therefore "vote with their feet" right? Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5936951073896589340.post-59686650028123183822014-07-21T08:50:16.081-07:002014-07-21T08:50:16.081-07:00We still haven't heard from July 17, 2014 at 7...We still haven't heard from July 17, 2014 at 7:01 AM. I am very curious to understand why a person in his/her situation remains at LLNL. This has been a recurrent issue on this blog, and we never seem to get info from the person experiencing the issue first-hand.<br /><br />What is the logic you use to remain in a job which appears to have nothing but negatives for you?Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5936951073896589340.post-45791072024878263612014-07-19T12:01:53.797-07:002014-07-19T12:01:53.797-07:00"...That would include firing or sidelining m... "...That would include firing or sidelining many managers, and reorganizing the whole place..."<br /><br />In this scenario a significant portion of our LLNS managers would become EIT/EBAs. Since we are all "at will" employees, former managers unable to find SKA fit programatic assignments would ultimately face lay offs due to current "skills mix" need. I don't think this would ever happen at LLNS. Too many fruitful alliances here. Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5936951073896589340.post-32139094743118212142014-07-19T11:47:59.354-07:002014-07-19T11:47:59.354-07:00Sadly, if it is not evaluated in the set of NNSA c...Sadly, if it is not evaluated in the set of NNSA contractor performance metrics, management bloat or the increased cost of doing business due to excessive overhead matters not to the contractor. Inefficiency of this type is not on the annual review radar, and thus requires thinking outside the box leadership. <br />Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5936951073896589340.post-54908903104519472292014-07-19T09:41:32.993-07:002014-07-19T09:41:32.993-07:00A course correction requires the Director to be de...A course correction requires the Director to be decisive and make significant and visionary changes to the lab. That would include firing or sidelining many managers, and reorganizing the whole place. He has not shown any willingness or ability to do this. Albright certainly didn't do it either, and Miller before him was actually responsible for most of the problems. So, it is a setting-sun organization.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5936951073896589340.post-71072171592419189802014-07-19T08:41:39.038-07:002014-07-19T08:41:39.038-07:00If one is critical or has concerns with LLNS there...If one is critical or has concerns with LLNS there are two particular responses that compound the problem. Either the person is immediately labeled as a "poor performer", the discredit the source approach, or when that strategy doesn't fit, the person is advised to leave LLNS. Therefore the grand solution offered here is to strip LLNS of its talent and engine for future innovation and funding, rather than acknowledging issues and making course corrections? This is the logic of a "setting sun" organization. Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5936951073896589340.post-17156009514953664102014-07-18T10:00:50.586-07:002014-07-18T10:00:50.586-07:00Anyone who can leave, should, because from the out...Anyone who can leave, should, because from the outside you will finally understand just how dysfunctional LLNL has become, and what a wreched place it is to work.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5936951073896589340.post-8209944910896929372014-07-17T08:56:54.115-07:002014-07-17T08:56:54.115-07:00July 17, 2014 at 7:01 AM - So seriously, why are y...July 17, 2014 at 7:01 AM - So seriously, why are you still here? This is not a snide remark, it's an honest question. If you know your value, have made it in the "outside world", are unhappy that the Lab is not recognizing your value (and probably not compensating you appropriately?), and you could make 2x as much elsewhere.....what is holding you here?<br /><br />You sound like somebody who should be voting with your feet! Both for your good, and for the good of folks who, for one reason or another, can't leave.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5936951073896589340.post-38280143551221253842014-07-17T07:01:04.416-07:002014-07-17T07:01:04.416-07:00" It almost sounds like some people here have..." It almost sounds like some people here have never even worked in an actual business, one that sells things and makes or loses money and cares a great deal about controlling expenses. The labs are so very far from an actual business, the comparison is apples and quasars.<br /><br /> July 8, 2014 at 7:29 AM"<br /><br />I would add that I have survived and thrived in the real world, something few at the labs could do. This of course is one of the reasons I am so angry at the fact that the labs do not and can not recognize by true abilities. I could leave any day I want and go to Google or Microsoft and make twice the money. Keep that in mind when you fools make fun of me or say I am a poor employee. I will stay of course but I know the truth. Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5936951073896589340.post-27645118577570940022014-07-16T06:37:21.038-07:002014-07-16T06:37:21.038-07:00Ah, but computer simulations are so much easier an...Ah, but computer simulations are so much easier and safer than those nasty ol' facilities! Give it a couple of years and we'll have no capability for doing anything real for our nuclear arsonal. July 12, 2014 at 9:55 AM<br /><br />What's happening is, real work is moving to Nevada/NNSS/NStech, and the labs will keep the computer simulations. This even makes some sense.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5936951073896589340.post-40850826401067352832014-07-14T12:46:26.439-07:002014-07-14T12:46:26.439-07:00Good point July 13, 2014 at 11:53 AM - I remember ...Good point July 13, 2014 at 11:53 AM - I remember how outraged we all were when the "tiger teams" tied us up in knots for WEEKS, maybe MONTHS.<br /><br />Times have sure changed. Now it's YEARS. That's progress, for the government anyway.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5936951073896589340.post-37797702492301104942014-07-13T11:53:13.412-07:002014-07-13T11:53:13.412-07:00Poster 4:00 pm has done an excellent job with his ...Poster 4:00 pm has done an excellent job with his list showing just how much damage both NNSA and LANS have done in stopping any real work from being done at LANL. It's a stealth work stoppage that puts Nanos' famous work stoppage to shame.<br /><br />With almost all of the facilities halted, why not just shut the place down? Perhaps that is the plan.<br />Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5936951073896589340.post-55084623434623369052014-07-12T09:55:13.899-07:002014-07-12T09:55:13.899-07:00LANL's PF-4 (Plutonium Facility), Weapons Engi...LANL's PF-4 (Plutonium Facility), Weapons Engineering Tritium Facility (WETF), and the Transuranic Program all Haz Cat 2 facilities are all non-operational. That means no programmatic work is being accomplished at LANL, except artificial three-dimensional computer simulations.<br /> <br />July 10, 2014 at 4:00 PM<br /><br />Ah, but computer simulations are so much easier and safer than those nasty ol' facilities! Give it a couple of years and we'll have no capability for doing anything real for our nuclear arsonal. How many years until some foreign nutcase thinks that they won't work, and decides to take a chance?Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5936951073896589340.post-43649343901902310762014-07-10T16:00:00.180-07:002014-07-10T16:00:00.180-07:00Are you kidding?What large scale production? The o...Are you kidding?What large scale production? The only large scale productions we have here at LANL are memos, managerial BS, and oversight.<br /><br />Seriously, please let us know what we are producing.<br /><br />July 7, 2014 at 7:50 PM<br /><br />You absolutely right. LANL's PF-4 (Plutonium Facility), Weapons Engineering Tritium Facility (WETF), and the Transuranic Program all Haz Cat 2 facilities are all non-operational. That means no programmatic work is being accomplished at LANL, except artificial three-dimensional computer simulations.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5936951073896589340.post-90896096634512058802014-07-09T22:49:37.570-07:002014-07-09T22:49:37.570-07:00If you don't keep a sense of humor while watch...If you don't keep a sense of humor while watching the train wreck happening all around, you will slowly go mad. Best to laugh about it and stay sane.<br />Anonymousnoreply@blogger.com