Conference 7.286::digital

	After finding out my 'new' job was to look for a job internally
	for the next four weeks, it took me about a week to digest the
	information and mull over the situation.

	During the first week, Corporate was putting together the logistics
	to assist us in finding a position inside.  Relocation was being
	considered for the folks affected.

	We got word to go after any jobs in the country that interested us
	and that a final relocation funding decision would be forthcoming.
	(ie: Relocation funding looks like it will happen, don't wait to
	 find a position inside.)

	Last week, we were told that relocation funding would come from
	corporate, for positions that are technical.  Today, we, in San
	Diego, were told that relocation will be available only for
	employees taking position with a 52XX job code.
	
	The first week, in mulling the situation over, I decided that
	I had two goals, 1) find another position in Digital, 2) don't
	relocate.  Since there are no positions available within Digital
	in San Diego, it appeared that I would end up w/TFSO 3.  When I
	heard that there was potential relocation funds, I felt I could
	bend on #2.  Relocation funds made sense, if they were willing
	to give me 28 weeks pay to be involuntarily let-go, investing
	to relocate me could be a win/win.

	One concern, related to finding a new position inside, that kept
	popping up was:
		'How do I know I won't get laid-off 3 to 6 months down
		 the road?  Especially being new to a group, having
		 the lowest seniority; seniority had a role in my
		 being transitioned in the first place.'

	I know I won't get a clear answer to this.  A question for the
	hiring manager that would shed some light would be:
		'How critical is this postition to current/future Digital
		 business?'

	But, with today's relocation decision, I think that question would
	be:
		'Is the job code for this position in the 52XX class?'

	Digital has determined what are the critical positions.  Making
	my job of finding a position within the company easier.

	Dan

    
    
    Dan,  what effort(s) has DEC Personnel made in pointing you/others
    toward other opportunities.  Have they, for examples, provided a
    scheme for getting your resume on the right desk, or have they
    given TFSO candidates "improved service" or priority handling?
    
    Or is it up to you and the present process to work something out?
     
    

     
	The ERC, the group that is assisting us to find a position
	within the company, have been very helpful.  These are the West
	coast ERC folks I'm talking about, I don't know about other
	areas.  Every day I get information on critical job openings.
	I know of one person who has found another position within
	the company.

	It is up to the employee to find a position using the
	information provided by the ERC, VTX, etc..  It would be too
	great a task to expect the ERC to match all the people impacted
	with open positions.  

	There is 'priority handling' due to the time contraints.


	An update:

	The details of the relocation funding is still to be fully
	understood and communicated from the transition folks.

	Dan	    

        Someone is doing something with this information. I got 2 phone
        calls "out of the blue" today. One seemed very eager to talk to
        me, and had 2 other group members talk to me as well. They didn't
        get my name from the JOBS notesfile, and I hadn't sent them my
        resume. One mentioned having a long list of names, and the other
        had read my mini-bio and contacted me.
        
        On the other hand, two gentlemen from the Alpha project were in my
        office Wednesday interviewing folks. I still haven't heard from
        personnel that this was happening. If not for a phone call from a
        friend late Tuesday afternoon, I'd have totally missed this
        opportunity.

                       <<< Note 1644.2 by BAGELS::REED >>>

>    Or is it up to you and the present process to work something out?
     
I would think this approach (natural selection) would tend to produce a more 
viable workforce.  Those that have the initiative to _find_ another job for 
themselves would probably be more productive in _finding_ more business for 
the company.

A pointer for the tech folks out there looking:

	EISCSR::EIS_FORUM

which is an EIS forum for posting available people and asking for people to 
fill vacant positions, provide support to customers, etc.

    Re .4:
    
    The names of all the specialists affected plus any data sheet/resumes
    you may have provided are in circulation via personnel here in ZK.
    We're obviously looking very closely for matches.  Most of the data
    sheets I looked over the other day indicated desires for marketing and
    support positions rather than hands-on software development.
    
    -Ken

    A friend of mine told me an Alpha team was in Atlanta last week.  The
    problem was that they gave noone (including personnel) advance notice. 
    Of course, many of the folks on the list were out looking for a job,
    and not at their desks when the team came through... poor planning if
    you ask me.
    
    By the way, that same friend was recently offered a job, and the hiring
    manager asked for a two year committment!  I am sure you can imaging
    why his tongue was bit after that request...
    
    pmh

        In Chicago were visited last week by an Alpha team. The only
        notification I got of the visit was a phone call to my house by a
        co-worker who is also in the ERC. Personnel still hasn't told me
        who to talk to about Alpha.
        
        Yes, it is ironic that they ask you for the two year committment,
        but don't give you one in return. I would ask for your committment
        agreement to be in writing, and get a copy of it for your personal
        records. Couldn't hurt.

	I interviewed in LA yesterday for one of the Alpha positions.
	My ERC kept me up-to-date with the interview process, so I was
	prepared.  Overall, the two interviews went excellently!  I
	expect to be offered one of the positions.

	On the downside, while waiting in the Human Resources office
	for my turn to interview, 4 new hires had their pictures taken
	for their new badges.  Interesting emotions arise when you've
	been w/the company for 7 3/4 years, just prior to notification
	participated on a $500K and $700K order, have skills that are
	in demand, and are looking for a position within the company
	before getting booted Nov.8.  After they left, I asked the
	recruiter what positions they were hired for.  He said, Billing
	Clerks.  Prior to becoming employees, they were contract
	employees filling the role.  

	On the upside and downside, while interviewing, I got a voicemail
	from a guy in Corporate Customer Relations Resource Assistance,
	who wanted to know if I could do a 30+ day residency in Cleveland.
	My skill-set matched the need on this 6 million dollar opportunity.
	When I told him I couldn't because I was one of the 'impacted'
	people, he was shocked!

	So it goes...
	Dan

    Re-1
    
    I had to react.
    
    :) Jan.

        I've seen a recent example of this.  I went into ELF and did a
        FIND LAMPSON to see what my wife's ORG was now that she is in
        transition.  Imagine my surprise when, in addition to Bulter,
        myself and my wife, an Andy now works in US Personnel @MRO.
        
        BTW, my wife has now accepted a job processing quotes for
        the CIS EIC.  I big jump for a technical person, but now I
        feel that her non-technical job is safer than my technical
        job.
        
        _Mike

This is a delicate subject. I just recently went through this. I was lucky, 
because I was successful in finding a new job. The 25 contractors we had
working with us and 20 of the other 25 DEC employees were not. Our situation
was the result of a customer backing out of a project. We were lucky in that
we had some advance warning. The only way out is to crank up you buddy network.
Send a message to everyone you know in the company. I'm not kidding. Every
business card you have, every mail message you ever got from anybody, every 
NOTEr you ever conversed with. You have to be aggressive. Keep the personnel
people on the ball. Call people every day. There's no time for hesitancy.
Somewhere out of all that those contacts will hit. I managed to avoid getting
laid off three times during the nine years I worked at Texas Instruments. The
only way to do it is to take control of the situation, don't let it control you.
Attitude is what will carry you through it.

	I was hoping that this note would start discussion between people
	who were in transition, looking for a position within the company
	within the six weeks, and those still on the Salary Continuation
	Plan.  But, it's seems to be a 'Dan's pre-transition internal
	job hunting note.'  No prob...

	Since my last note, I've received the Alpha offer.  Also, a 
	reverberation of the last TFSO, is the resignation of one of
	our Sales-support folks who wasn't offered the package.  His
	departure allowed our manager to offer me the position.

	I decided not to accept my old job back.  As I stated in reply
	.1 of this note, I had to ask, 'How critical is this position
	to current/future Digital business?'  Being in the position
	of looking for a job within the company because Digital has
	already determined that my old position is no longer needed,
	the answer was simple.

	So, depending on my decision on the Alpha offer, my last day
	with Digital may be sometime next week.

	Dan

	As this is my last week, and I don't know which day I'll have
	to hand in my badge, I'll say my goodbye's.

	Dan