From the Huffington Post Why Workplace Jargon Is A Big Problem http://www.huffingtonpost.com/2014/04/25/work-words_n_5159868.html?utm_hp_ref=business&ir=Business When we replace a specific task with a vague expression, we grant the task more magnitude than it deserves. If we don't describe an activity plainly, it seems less like an easily achievable goal and more like a cloudy state of existence that fills unknowable amounts of time. A fog of fast and empty language has seeped into the workplace. I say it's time we air it out, making room for simple, concrete words, and, therefore, more deliberate actions. By striking the following 26 words from your speech, I think you'll find that you're not quite as overwhelmed as you thought you were. Count the number that LLNLs mangers use. touch base circle back bandwidth - impactful - utilize - table the discussion deep dive - engagement - viral value-add - one-sheet deliverable - work product - incentivise - take it to the ...
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The salary ranges will take care of that.
Like some division manager said the other: reclass my a?? ! -:)
There is purpose for the reclass: cost savings for the duration of the contract and beyond.
It is DOE's idea. LLNS just executes; they are not interested in arguing with those that "feed" them.
Can you say, "redlined until further notice". Jobs that pay well reserved for the good old boys freinds. It boils down to this. No matter what degree you have or how many years with the firm. If you're not in a recognized position your pay will stay the same regardless of the extra hours you put in.
This improvement in position definitions is yet another great example of how expertise from our talented Bechtel management team is making this lab a center of excellence to be admired by all.
I'm rolling up my sleeves and joining the winning LLNS team to help make this lab great! How about you?
This was told to all of you during the transition two years ago but everyone said, "they'd never do that". Well guess what here it it. It's all about holding salaries DOWN for as long as they can to save money except for those who'll be put into key jobs ULM deems large rewards. The rest of you will be held down for the next 10 years or so, while they hire new contractor in at much higher salaries, so you're paying their way on your back. Feel the love yet? This is the SIMPLE explaination.
Most people won't feel the impact until next year when they are ranked very high but get a zero raise, and are told this is because they are overpaid for the "step" in their new job classification.
I have been very surprised that the S&E union at the lab - Society of Professional Scientists and Engineers (SPSE) - has been quiet on this.
If you want to get a clear idea where LLNL is heading, just look to LANL. In reality, the same crew of corporate types are now managing both labs. In fact, I believe the Board of Governors for these two lab LLCs have exactly the same members on the board. What an amazing coincidence!
SPSE gave us a chance to elect them as a union. We did not. So, why should they care. Those of you who
did not pay attention in 2007 when SPSE was litteraly begging you to vote, be ready to be shafted forever!