Hanging it out!

Hanging It Out

Request: "I second the motion for a new topic regarding injustices, please Mr. Blog Master hear us out!!" No names please or post will be removed. Keep it simple if you can. This post has been paraphrased.

In reference to a post where someone asked the people of LLNL to take their lickings and keep on ticking I have to say this. Before we being to you ask people to grow up and take responsibility for their own actions and to “go with the flow in the face of every changing times”, we need LLNS to resolve a few issues first.

Lets talk about the injustice NNSA / DOE / LLNS have bestowed upon the people of LLNL throughout the years all of which many of us thought would be resolve within the first week of the take over by LLNS but to our disappointment nothing that LLNS has done has been to the benefit of the employee. It’s been all about “them”, who clearly display’s a “me, me, me” syndrome. I'll try to outline a few facts and keep it as simple if possible.

First of all I’d like to point out that LLNL management does have a choice on how to handle downsizing and cost cutting but as you can see they’ve failed miserably with their poor decision making and clearly practice assured survival of the management tactics. Now is the time for LLNS to make some changes that will impress the congress and senate, but before that can occur LLNS must first clean up the existing dilemma's that lie before us, before anyone will give them a dime for WFO. So the question that remains is, where should LLNS start. Let’s try this.

A large quantity of employees have learned how manipulated the system to acquire big pay raises and advancements and shortly afterwards went into cruise mode for the remainder of their career. I'm talking about those who were technicians at one time and then became supervisors. Once they made the transition they remained in their supervisor’s capacity for approximately five years; where at that time they rose to the top. After a short period of time as a supervisor they reverted back to their technician’s status, yet retained their supervisor’s pay.....

Then we have professional PhD who couldn't make it as experimentalist in the lab, did absolutely nothing for the good of science or the world and yet were consequently advanced to management positions where their salaries quadrupled over their Phd counterparts who by the way consistently could out perform the administrators many times over....

In conclusion my feelings are that LLNS can do better job. However, before this can happen LLNS must be willing to divorce themselves from the good old boy club and start kicking some ass in order to bring LLNL cost down. However I want to make it very clear. The problem is "AT THE TOP", not the "BOTTOM". It’s the worker bees that make things happen at LLNL_NOT_ the administrators. IMHO, people are not expendable commodities, but projects are. This philosophy is a complete contradiction to some, such as ( a manager ) who said “ I want that $2M dollars for projects, not people on the EBA list”, but then again if you examine where he is in the food chain you'd understand why. In managements case, it’s all about “them” and they are convinced that without them the world would cease to function. Bah Humbug Bubba. It’s layers of management that are expendable and should be the first to go.

December 3, 2007 5:00 PM