Actual post from Dec. 15 from one of the streams. This is a real topic. As far as promoting women and minorities even if their qualifications are not as good as the white male scientists, I am all for it. We need diversity at the lab and if that is what it takes, so be it. Quit your whining. Look around the lab, what do you see? White male geezers. How many African Americans do you see at the lab? Virtually none. LLNL is one of the MOST undiverse places you will see. Face it folks, LLNL is an institution of white male privilege and they don't want to give up their privileged positions. California, a state of majority Hispanics has the "crown jewel" LLNL nestled in the middle of it with very FEW Hispanics at all!
Anonymous said...
Comments
Not like the Lab has a huge line of credit. Better a bit of pain to go around than RIF just to get through a short term funding gap.
Sorry to have to say this but anyone who has eyes and ears that work should know all this by now.
Well yes, but that was just a number the one poster pulled out of their back pocket.
I am equally confident that a 20% raise in pay will have a big effect on future pension payouts. Feel better?
Baseless speculation, something that might be heard on a school playground.
December 1, 2012 8:12 PM
Baseless speculation, something that might be heard on a school playground.
December 2, 2012 4:35 PM
December 2, 2012 10:26 AM: Who announced a 20% pay cut? This figure keeps getting repeated on this thread like it is inscribed in stone some place."
Have you heard what the new acting LLNL security management is saying?
December 3, 2012 5:51 AM
No, do tell.
You can have a RIF, which would be a shame if it turned out to be short-lived funding redcution.
Or you can have a furlough to avoid making the problem worse, if it turns out to be long-term, while buying time.
So the "reduction in salary" might be (10%/12) * number of months in force.
Seems like a reasonable response to difficult funding news from DC.
And those who don't like it can use their furlough days to interview for jobs elsewhere.
The NNSA of the future will look different than our enterprise does today. It should. The work we do, the tools we have and the conditions we face are constantly evolving. To meet our mission, NNSA must be ahead of the change curve, building the right mix of people and positions.
In this post, I wanted to highlight a few specific steps we’re taking to restructure our workforce through the realignment of resources and jobs. These efforts include:
§ Reengineering NNSA’s student employment programs. NNSA combined the best attributes of the Future Leaders Program and the Nonproliferation Graduate Fellows Program to form the NNSA Graduate Program to attract and develop the next generation of NNSA employees.
§ Development of the OneLeadership Initiative. Utilizing the training and detail assignment opportunities offered under the OneLeadership Initiative employees can improve their skills to advance in their field of expertise or explore other career opportunities.
§ Creating a hiring review board to further optimize NNSA’s current recruitment and hiring efforts. Staffed by a rotating team of SES leaders, the hiring review board is involved in all recruitment actions, including backfills that could increase NNSA’s current on-board levels. The review board also pushes managers to think through their staffing needs in light of future goals and opportunities, and holds them accountable for hiring the right skill sets in the right categories and at the appropriate grade structure for tomorrow’s work as well as today’s.
§ Offering Voluntary Early Retirement Authority (VERA) to interested employees. If you are interested in VERA, contact your Employee Benefits Consultant as soon as possible to review what the program will mean for you –the program is only available through December 31st, so act now if you’re interested!
§ Offering the Voluntary Separation Incentive Program (VSIP) for employees, pending Office of Personnel Management (OPM) approval. NNSA submitted a VSIP plan to OPM on October 26th. OPM is reviewing our proposal and will approve our plan, ask for changes or deny our request within the next few weeks.
We will alert all employees to OPM’s decision as soon as it becomes available. In the meantime, if you are interested in VSIP, talk with your Employee Benefits Consultant and make sure you understand the program’s details. Armed with accurate information, you can then review your finances and talk with your family and loved ones about VSIP and if it’s right for you.
VERA, VSIP, the hiring review board and the programs I mentioned above, all have a single purpose – to create and support an agile, adaptive workforce ready for the future.
Neile
That would be Neile Miller, Tom D's deputy.
http://nnsa.energy.gov/mediaroom/pressreleases/neilemiller082410
Translation: We need to get rid of more staff cluttering up the hallways so that management will feel more secure and less at risk with their high paying positions. Please consider committing "Employment Hari-Kari" during this deep, long term economic depression and have nice day! Your friendly NNSA management.
We can't post a link because it's internal only. Just go to internal LLNL HR website or read the recent newsline articles, emails, etc etc.
- newsline
- multiple emails from powers that be
- Q&A session with Art Wong
- big section on HR website
- etc
....or just read the PPM and search for "furlough"
December 4, 2012 9:07 PM
You seem to be forgetting that most readers here don't know or care anything about LLNL, but are LANL-focused.
LANL should get their own blog to discuss their own internal stuff.
I appreciate them cross-posting things of mutual interest, but all of this "ex-LLNL people are ruining LANL" venting is a waste of typing.
Wake up LANL! The same thing would be happening to you regardless of who was nominally "leading" you.
Just like the same crap that happened to you guys 3 years before us, is now happening to us at LLNL. Irrespective of who our leaders are. Bigger patterns are in motion, the leadership is irrelevant (by design).
December 6, 2012 10:43 AM
Sorry, but it goes much further than that. Having been retired from LANL for some years now, I can state from personal experience out in "the world" that it is not the Labs' leadership that is irrelevant, it is the Labs themselves. Much more than in the past, real folks (plain old US citizens with jobs, families, and real-world worries) are unfamiliar with the concept of a nuclear weapons laboratory. Sure, they realize that some countries including the US have nuclear weapons, and vaguely understand that is is bad when US adversaries get them, but I don't know of anyone not connected to the NWC in some way, who thinks nukes are worth a moment's thought on their part. The Labs are just not part of the real world to them. Most think all nuclear weapon-related things are under the control of the Department of Defense in some way. They couldn't care less about DOE, NNSA, Los Alamos, or Livermore. Once you spend some time away, you realize that if those entities simply disappeared off the face of the earth, statistically speaking, no one would notice. The number of people who care about the issues raised on this blog is statistically insignificant. The whole thing is "a waste of typing."
Thanks for an excellent contribution!
They're trying to do it on the cheap, make the environment so bad that people "self deport"...
Tomas (who I believe is from Spain, and which is irrelevant) is enough of a major jerk that you don't need to muddy the water with your racism. Let his actions and decisions do him in (which it appears they have).
What ever he did (or did not do) is what he should go down for (and appears to have). I severely dislike the guy, but that's due to his actions not his ethnic background.
No wonder no minorities every stick it out at LLNL, your racism is appalling.
...No wonder no minorities ever stick it out at LLNL, your racism is appalling.
If LLNS or NNSA were truly interested in downsizing or giving any consideration to its people they'd do a VSIP like they did in the old days of a 3 & 3 and then sit back and watch 50% of the lab go bye bye in the first week. Problem resolved for all the young and old.