Posted anonymously by request:
The new compensation design will soon be cast upon us. I sincerely hope all the employees will watch closely. We all are impacted, and not in a positive manner.
In my management role, one task was to provide input to job documents and to provide input to a mapping exercise. I will soon be placed into a situation of defending what was done, how it was done, and more. If I fail to support my upper management, I then am looked upon as not supporting the effort. But I cannot speak openly about the blatant disregard and lack of integrity to this new design.
My own attempts at providing an accurate representation of my employees has been undermined by higher powers that be. This has resulted in what I, along with other colleagues, have determined to be false elevations of leveling, and a significant injustice to what may indeed be a best practice. Once again, our esteemed Laboratory management has adulterated a design for self-serving purposes.
To further this argument, there is no longer a trust of the HR management team. My fellow colleagues recently became aware that a thespian is the lead person of this design. Pray tell, how does one support and defend that which is created and sold to us by an actor?
I am required to defend this new design to my subordinates. But how does one do so when there is apparently no leading expert in such matters within our own HR arena. I am able to defend my own credentials to peers and colleagues. Can that now be said of our own HR department? I submit that it cannot. What credentials can be provided by the HR team leading this new design effort?
Caution to my fellow employees. We often state that we hire the best and brightest. I now presume that we mean the best and brightest at "something", but not necessarily the best or brightest within the desired field of expertise.
And to our Laboratory Director. What has allowed you to bear consideration for a person of the stage to lead and be the spokesman for such an important endeavor?
A continued sham on the part of our new corporate parents. How sad. Most unfortunate in all this will be our staff, all of them. They now have the best and brightest actor deciding their fate.
It will be a real eye-opener when it is shown that scientific staff are worth less in the job market than are the "Bechtel" engineering support and facilities folks.
ReplyDeleteLANL science is dead, shot, ka-putt, gone!
ReplyDeleteLANS is allowing it to be controlled by a group of 3rd rate C-grade students with community college credentials. The "support" orgs are growing more powerful each and every day and are being given a large say in how LANL will now be run. Poorly educated HR "specialists" are providing input to determine both job categories and salaries of LANL's scientists. People with little better than high school educations are going to have a big say in determining (a) what it is you do as a highly educated TSM in esoteric areas of science, and (b) how much should you be paid for this work (Hint: much less than you think!).
But we really don't need bright scientists at LANL for much longer, do we? Perhaps that's the whole point of this messy exercise. Think of it as a message from your LANS leadership to the TSM staff. Critical skills for the lab's future will be in the construction trades. Bechtel can handle that need very well.
Could this be part of the slary realigment that was spoke of a year or so ago. Cheaper is better. Next stop. Outsourse these positions to China.
ReplyDeleteThere doesn't seem to be much doubt that China could do the work.
ReplyDelete"The U.S. military has always been suspicious that China has made an imitation version of the 475-kt W88 MIRV, noting that from 1975 to the early 1990s there were as many as 85 Chinese scholars visiting the Los Alamos National Laboratory. The research and development of China's nuclear warheads are undertaken at the No. 9 Institute of Second Machinery Ministry -- currently the China Engineering Physics Research Institute, or the 839 Project located at Mianyang in the southwest province of Sichuan, and the China Institute of Atomic Energy, which was originally the Institute of Modern Physics at the Chinese Academy of Sciences.
With the above nuclear warhead expansion programs, China will have more nuclear warheads than the United Kingdom and France combined by around 2015, close to the scale of Russia's nuclear warhead stockpile."
Whatever on the credentials of the HR people- I don't care if they hired Greenspan himself.
ReplyDeleteWhat is the new compensation system? How will it affect us? Details of the plan would be useful...
8:26, you'll get information when your betters decide you should get it.
ReplyDeleteAmong other things, this is the long-awaited and much-feared creation of TSM levels at LANL. Starting with "non-R&D TSMs," and progressing to "R&D TSMs" in the next phase. If you are a TSM who is not actively doing and publishing research, this is the end of your ride on the "R&D TSM" salary curve. Get ready to be lumped in with all the non-scientific degreed (or even non-degreed) Bechtel SSMs.
ReplyDelete12:38 pm, just curious, have you seen the proposed TSM levels?
ReplyDeleteSo who is the lead person of this design? Are you referring to CDP 1 or 2?
ReplyDeleteOh come on, CJ is so hot he's on fire.
ReplyDeleteThe draft R&D TSM levels for engineers, scientists, and R&D managers is being circulated at the AD/DL level.
ReplyDeleteThey are proposing six TSM levels with most senior staff falling at grade 3. the higher grades are notionally people that bring in lots of R&D $, internationally-known experts, and (level 6) "nobel laureates". There are six management levels with level 6 notionally being the division leader, 5-DL, 4-GL, 3-DGL, etc. They have not listed the (D)AD++ levels on the charts.
The salary bands have not been circulated but the statements from the HR folks are that the salary bands will be very broad and will significantly overlap, especially in the TSM levels.
The non-dimensional salary schematic (where vertical position is relative salary) shows Manager-6 at or higher than TSM-6, but I didn't hear values. However, that implies a division leader can be paid more than the "Nobel Prize" winner. You can see whose pockets are being lined.
4:44 pm: "just curious, have you seen the proposed TSM levels?"
ReplyDeleteTSM I, II, and III; what does it matter? And BTW, these are not "proposed" changes - they are a done deal. If you are a "non-R&D TSM" you've already been mapped.
There will be six TSM levels. The bottom three (1,2,3) will be decided at the group level. Level 4 at division level, level 5 at the directorate level, and level 6 at an even higher level. That's all I know so far.
ReplyDelete6:22 PM, Considering that Terry has made it abundantly clear how much he hates the Fellows (Terry is just a tad bit insecure around smart peole), this could prove to be an interesting battle if he determines who gets to be a level 6 TSM...
ReplyDelete403B DCP 401K. = YTD 1.0% ? 2008
ReplyDeleteTake a look at the latest Employee Referral Incentive Program at LANL. You can read more about it at the lab's internal web site:
ReplyDeleteint.lanl.gov/worklife/benefits/
awards/ref_incent.shtml
The only openings listed are for positions involving construction flavored systems engineers (HVAC, configuration management, etc.) and all the positions are in ES (Engineering Services). ES is the main division responsible for bringing in CMRR (aka the Pit Factory). They might as well have call this new referral incentive the "Hire a Bechtel Buddy" program.
No doubt about it, the lab's TSM workforce is quickly changing. We are losing good scientists and then turning around and replacing them with Bechtel engineers who have little more than BS degrees.
If a TSM-3 needs to move to a TSM-2 position somewhere else in the lab due to funding constraints, does this mean that the TSM will have to take a pay cut along with the move?
ReplyDeleteThe Bechtel invasion of Los Alamos is only in the early stages, 9:11 PM. More are on the way. However, LANS will first need to get rid of a lot more of the old timers to help free up space for these newcomers.
ReplyDelete9:25 pm: "If a TSM-3 needs to move to a TSM-2 position somewhere else in the lab due to funding constraints, does this mean that the TSM will have to take a pay cut along with the move?"
ReplyDeleteYep. Get used to structured series employment. You are only worth what your job pays on average. Even if you did't take a cut on transfer, you would never get another raise.
"Even if you did't take a cut on transfer, you would never get another raise."
ReplyDelete4/16/08 10:34 PM
With inflation running like it is, not getting a raise means a quick drop in your living standards.
4/16/08 11:24 PM
ReplyDeleteSo drive that 2 year old beamer an extra year instead of trading up.
Saw 4 or 5 BMWs for sale on the lemon lot, but I think I'll keep driving my 8 year old compact. Think I'll keep renting as well.
ReplyDeleteI can't believe comments have dried up on this. Are all LANL employees satisfied and happy about what is about to happen to them?? Or do they just not yet know or understand that their little worlds (not to mention their financial futures) are about to get blown apart by HR??
ReplyDeleteOk buddy you be the first one to go on strike, I'll be right behind you.....I swear.
ReplyDeleteIf you are at LANL, go to the internal media web site at:
ReplyDeleteint.lanl.gov/media
Look up an archived video called:
"Performance Management Program Overview"
It was released this April.
It's a mock interview done by LANL HR with a lame guy named 'CJ'. My God, is it bad! This is the sort of thing we have coming down the pike, people. Get prepared.
"I can't believe comments have dried up on this. Are all LANL employees satisfied and happy about what is about to happen to them??" (9:50 PM)
ReplyDeleteThe best and brightness of the staff are furiously working on their resumes and trying to find a way out of this place. Everyday brings new word of someone who is leaving or at least trying to find a way to temporarily get out.
The rest of the staff have become resigned to their fate. Worse, the lower level managers are being worn down by LANS and are slowly beginning to take on the new Bechtel mindset. Lucrative management salaries at LANL help make the bitter medicine go down just a little bit smoother.
Two homes sold in my neighborhood during this last month. Both of them were bought up by new Bechtel managers who have just arrived.
ReplyDeleteThe stealth invasion of LANS management by the Bechtelites continues. The new compensation program is another sign of what's happening as Bechtel takes firm control of LANL.
"No doubt about it, the lab's TSM workforce is quickly changing. We are losing...then turning around and replacing them...who have little more than BS degrees."
ReplyDeleteWhere have you been - in some science division? This has been going on at LANL for the past 15 years. Started in part with ESA hiring many BS level engineers to work on weapon systems. You also have TSMs who don't have what would be considered a technical background, e.g., an economics degree.
What do you think the minimum education qualification will be for the new TSM structured series? I'd be surprised if it's more than a BS for the lowest levels.
I don't think it's stealth at all. I'm aware of outside managers brought in as far down as the group leader level. Don't know of any team leaders.
ReplyDeleteSurprise! Surprise, 4/19/08 2:51 PM !
ReplyDeleteThe eductational requirements for all 6 TSM levels is a BS or equivalent.
The eductational requirements for all 6 TSM levels is a BS or equivalent.
ReplyDelete4/19/08 9:37 PM
You've got to be kidding, right?
Personally, I don't think a BS is enough "eductation" for a TSM position.
ReplyDeleteReally? Many of the PhD TSMs seem to run on BS.
ReplyDeleteA BS level education will be sufficient for all the new TSM levels. That will allow LANS to hand out coveted TSM-6 positions to all the poorly educated Bechtel managers that LANS is shoving down the throat of LANL.
ReplyDeleteI'll take a BS from UC over a PhD from UNM any day.
ReplyDeleteI believe there will be Mgt levels in a similar vein to the TSM levels.
ReplyDeleteWhy would you want to be in the TSM levels instead of the Mgt levels? It seems reasonable to assume the Mgt levels have relatively higher salaries, no?
There are supposed to be two equivalent professional career tracks under the new TSM plan, technical and management.
ReplyDeleteWould those two career tracks be "substantially equivalent"?
ReplyDelete"There are supposed to be two equivalent professional career tracks under the new TSM plan, technical and management."
ReplyDeleteOne big oil company I know of did the exact same thing with their engineering staff almost 30 years ago - technical and managerial paths, with various levels. This is nothing new at all.
"Personally, I don't think a BS is enough "eductation" for a TSM position." 4/20/08 12:10 PM
ReplyDeleteIt is - I know that C, MPA, and N -divisions converted lots of BS/MS techs into staff members. Now of course these folks end up asking PhD TSMs for help, but they bring in the money, which in turn funds LOTS of PhD TSMs that can't bring in th $$. I guess they are just not as full of themselves and the customers like dealing with them. Makes sense.
7:21 pm: The 4/20 12:10 pm posting was entirely farcical, based on the mispelling of the earlier poster. The fact that you took it seriously means 1) you take yourself way too seriously, 2) you have a humor disorder, and 3) you think less is more, education-wise. If your "customers" would rather deal with BS/MS people than Ph.D.'s, in terms of program deliverables and funding, and the former are so much more successful, then my question is why do you need Ph.D.'s?? Whoops, sorry, very non-PC of me. Of course everyone knows why we need Ph.D.'s; because they cost more, that's why! Besides, if we had many fewer, we'd be Sandia!
ReplyDelete"If your "customers" would rather deal with BS/MS people than Ph.D.'s, in terms of program deliverables and funding, and the former are so much more successful, then my question is why do you need Ph.D.'s??"
ReplyDeleteWe agree, however it is that funny
"deliverables" thing that we need the Ph.d's for. Hello world? Hello...come on think about it...come on...think...you can do it.
By the way Mr Clever, Sandia has plenty of Ph.d's, it is that deliverables thingy again. Think about before you post your dumbass reply.
Anyone have the PhD counts at Sandia, LANL and Livermore? Or is that propietary information?
ReplyDelete4:21 11:00 pm: "Sandia has plenty of Ph.d's"
ReplyDeleteYeah, as in "plenty" to accomplish what they need them for, which isn't much. LANL, on the other hand, has "way too many" Ph.D.s, especially considering that the mission is now production.
"We agree, however it is that funny
ReplyDelete"deliverables" thing that we need the Ph.d's for. Hello world? Hello...come on think about it...come on...think...you can do it."
How does PhD = successful delivery of deliverables?
This is really lovely. LANS and NNSA have done such a wonderful job managing the employee morale at LANL... not!
ReplyDeleteFirst came signs of the general staff fighting against upper management. Then came the general staff fighting each other along "support" and "TSM" lines. Finally, we have the TSM staff beginning to fracture and fights emerging between those who have a BS/MS degree and those who have a Phd.
This place has become one big dysfunctional family of people who are all working hard to stab each other in the back! It's a sick place at which to work.
12:13 pm: "It's a sick place at which to work."
ReplyDeleteThink of really healthy, vibrant people who are usually able to cope with serious adversity, versus people with low-grade or latent systemic illness, who have a much harder time coping and sometimes die under severe adversity. LANL's "immune system" started to fail in the late 90's. Recovery may no longer be possible.
12:13 pm: "It's a sick place at which to work."
ReplyDeleteAt least you didn't write "...a sick place to work," as 99% of the American public would have done. Thank you for actually using correct English.
"Thank you for actually using correct English." (8:31 PM)
ReplyDeleteTsk, tsk, 8:31 PM! You should have said:
"Thank you for using correct English."
The use of the word "actually" was unnecessary and made your sentence sound awkward.
11:05 pm: "The use of the word "actually" was unnecessary and made your sentence sound awkward."
ReplyDeleteIt would have sounded awkward only if you had spoken it aloud. In which case, your problems with language are greater than you let on. If you meant "read awkwardly" then your comment is grammatically correct, but simply subjective, and in my opinion wrong.
LANL posters appear to spend their time arguing over poor grammar while LANS works harder than ever to screw the workers up the a**.
ReplyDeleteIf you haven't heard yet (and most of the LANL workers haven't) LLNS recently announced they are going to remove FTE status from the non-scientist and non-manager workers at LLNL. With the loss of FTE status will come a loss of job security. I wouldn't be surprised to see a similar action regarding loss of FTE status take place at LANL. You can go back to grammar critiques and sleeping soundly, however, if you find this helpful activity in protecting your jobs.
9:57 am: "LLNS recently announced they are going to remove FTE status from the non-scientist and non-manager workers at LLNL"
ReplyDeleteWhat does that mean?? These folks will become part time (i.e., not Full Time Equivalent)? They will become non-LLNS (i.e., subcontractors)? I hope you don't mean they will lose their exempt status and become non-exempt. Sorry, but that status is set by the federal Fair Labor Standards Act and isn't subject to the whim of LLNS. So which is it??
Mr Young...you may want to move this back up to a top posting. It is too important of a topic to be ignored. Your efforts allow the employees of LANL to speak out. Thank You!
ReplyDeleteMike and Ben should be ashamed in permitting this compensation design to continue.
LANL is supposed to be the premier lab of the country. The issue of re-designing a structure is not necessarily the main issue. Many companies from time to time will experience change. But there is a bigger embarrassment. The redesign is being led by an individual who apparently is not experienced, as pointed out by some previous posters.
Who is this CJ person? I did review the archived presentation. I am not impressed. But as someone stated, he is an actor by trade. Is that true? This reminds me of a commercial on TV...."Hi, I'm CJ. While I may not be a Compensation Expert, I play one at LANL". How embarrassing.
To Mike and the HR management team: Are you getting this? Your new re-design is in the hands of an actor? What must Sandia compensation people be thinking? Or those at LLNL? What are other DOE sites thinking of us now? What is our own compensation group thinking? What is that group leader thinking?
I have reached out to acquaintances of mine, who by chance are HR practitioners, and are employed by large companies around the world. Not one indicated they would consider such an undertaking on an internal basis. But all agreed on several main points: a high-level of expertise is needed; a high-level of trust is needed; there must be on-going discussion from the top.
Fellow employees, consider that we have had none of the above. There is no expertise, there is certainly no trust in HR, and the only person seen or heard is an actor.
A question that must be asked by all LANL employees now: does our compensation group even employ the requisite expertise? And LANL employees have the right to demand an answer now.
We are in trouble. I urge all employees to look at the HR website for the compensation information. I urge all employees to read and understand the appeals process. I urge all employees to voice their concerns to the HR group leader and to the HR division leader now, before this takes place.
I urge Mike and the HR leader to contemplate a moratorium on this redesign. At the very least, employ or designate a person who is not "playing" the part of the compensation expert.
4/23/08 9:57 AM
ReplyDelete"LLNS recently announced they are going to remove FTE status from the non-scientist and non-manager workers at LLNL."
No such announcement has been made. There is enough pain and fear at both labs already without adding to it with something as dumb as this.
LLNL Employee
"Who is this CJ person? I did review the archived presentation. I am not impressed. But as someone stated, he is an actor by trade." (3:45 PM)
ReplyDeleteSo an actor is now running the new compensation program? By the looks of the video that LANL HR posted in the media archive site (int.lanl.gov/media), CJ is a very bad actor at that!
Why is Mike letting this travesty continue?
9:09 pm: "Why is Mike letting this travesty continue?"
ReplyDeleteWhy would you possibly think Mikey has anything against travesties in his organization?? He thrives on them - they keep his subjects on edge and guessing, so they cannot get their act together to rid themselves of him, just like Nanos.