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Let's
face it, the company success, its margin is less and less correlated to
the employee success, and their variable compensation achievements.
Compensation gates introduced last year have been even more aggressive in this disconnection.
At the moment, lots of employees struggle to get the final numbers from scamea, but some have -- And they're very upset.
We propose to collectively share those numbers in order to have more ground in expressing our feedback to management.
Willing to join us ?
Let's talk - Contact us on twitter @OracleCfdt.
Read More : HR-Works Do Variable Compensation Plan work ?
The "acceptance" Oracle Management carterpillar has started moving towards a massive attempts to have all employees surrender to the FY19 T&C, Territories, Quota assignments.
This is a very rare moment where your management really expects you to be on time.
Large teams in France have entered into resistance on this process, once again call "acceptance", which has been confirmed as illegal.
CSM, Presales, CSR really have concerns about FY18 compensation. Why would they jump towards FY19 ?
And You, isn't it time for a real good conversation with your manager about the SMART model ?
Follow us on twitter : @OracleCfdt
Uplift, did you say Uplift ?
This sales target processing has been implemented for years within Oracle and other companies (reference here)
This process ought to secure a manager's hierarchy achievements based on his team individual statistical unavailabilities (resignations,illness, maternity leave, deal conversion rates, dismissal...).
However, the increase in employee "rotation" and the pressure on sales achievements, generates an increase in the Uplift practice -- Leading to even more people leaving the company.
Let's have an example :
Peter C Sales VP receives a 300 M$ Quota.
He's eager to go to the excellence Club. He wants to fund a new dedicated sales Hunt group without impacting his P&L. He expects from this an additional cost of 30 M$ and chooses a 10% uplift for his regular sales teams.
He distributes 110 M$ to his 3 direct sales directors.
Viktor R, Sales Director, is a fair guy, he takes no uplift he distributes 110 M$ - No Uplift.
Brian M. Sales Manager receives 20 M$ - He knows he's got 2 people leaving, one pregnancy. He's quite unsure to have an approval for hiring in before some time. he over distributes quotas by 20%, so 24 M$ target to his team.
So an individual in Brian's team will receive 1.2*1*1.1 overquota distribution.
Going through those maths, you may overdistribute very quickly at a large scale, securing the company results and margin.
And what if a manager takes more than 20% uplift - Who knows, who checks, who claims ?
"Oracle Treats its employees fairly" - Shouldn't this be proven through transparency in the Compensation Systems ?
Shouldn't you ask the GIC teams ?
Should the FY19 T&C really be accepted before having a serious discussion on what is a fair management practice ?
The unfair compensation feeling from the sales/presales workforce is a growing movement in multiple countries.
Watchout the following threads :
- US Class Action
- South Korea 3 days Strike action
- France (Pool plans, 2017 Sales Achievements, Grievance Letter (English))
Gated pool plans, Clawbacks, replans, poor territory assignment, Universal Cloud Credits can help in sustaining the company margin, but leave the Employees in deep troubles regarding his own compensation.
The US Class action states "By reducing and withholding commissions in this fashion, Oracle’s commission policies and practices violated numerous California Labor Code requirements and caused damages of over $150 million to class members."
The Diving Save program is helping a very few number of employees getting a quick increase of their base salary. Few "Top Talents" are retained, when most of their collegues loose a large part of their variable compensation.
And how about you and your collegues ?
Willing to share some info ?
Contact us on twitter @cfdtoracle
You may find interesting to read this breaking news regarding IBM - A Grey Hair Exit Strategy ?
"AS IBM TRAINED ITS SIGHTS on younger workers, it also took steps to change the way it dealt with those who’d spent many years on the job. It embraced a legal strategy that made it much easier for the company to dismiss older workers, and to do so in ways that minimized legal consequences and largely avoided public attention."
The full article is here, from Propublica
Something that would never happen with Oracle ?
Or maybe this is already happening : Read this on thelayoff.com
Where can we find employee representatives within Oracle ?
European Union and its European Works Council, covering Austria, Belgium, Bulgaria, Cyprus, Czech Republic, Denmark, Finland, France, Germany, Greece, Hungary, Ireland, Italy, Luxembourg, Netherlands, Norway, Poland, Portugal, Romania, Solvakia, Slovenia, Spain, Sweden, UK.
Most of those country are also running Local Works Councils, and can sustain the kick-off of new Local Works Councils.
The last EWC Annual Meeting Communique is available here. A new meeting will occur in March 2018.
Outside EU, we can find Employee representation in South Korea, and many other countries soon ?
Let's all agree there's much to do.
You want to build more organized employee feedback to management ?
Contact us on twitter - We're reactivating our English speaking line NOW !
As reported by the register, and multiple tweeter feeds, last week seems to have been final to few hundreds employees in the Dev/MW Organisation.
Reports mention impacts on Java (with huge discussions again regarding the product strategy) , MW Products, Technical Writers positions.
Well... Back a few days ago, the organization still reported 30800 Employees;
At the very same time, 10 Development VPs have also been impacted. Linked-in status shows some of them already acting in other companies (Verifone, Medallia).
Others, now show "Open to opportunities".
Read More : Twitter, Officewall, tweet-cfdtoracle,
