Conference 7.286::digital

Discover your value on the open market.
Discover your value at DEC with your current SRI.

Make a decision about dropping grades to explore a new career.
It is reasonable for the company to expect the drop, however
it is also true that you are assuming a risk with regard to
future promotions.

The risk may be worthwhile, but the decision would be better
made with the above information.  Remember that things change,
there are no guarantees, and you're ultimately responsible for
your own career.  (I know, it's motherhood).

The basic advice, determine your market value, was given to
me about ten years ago, not long after joining DEC, by one
of the most successful engineers ever to work at DEC.  He no
longer does, but he made the above evaluation and stayed
several times before he chose to leave.

- greg

    
    REF: 1114.0
    
    I thought personnel policy stated in writing that when an employee was
    out on disability, that while his old job might no longer be available
    upon returning, policy required that the employee be placed in a new
    position at an equivalent level to the employee's level in his or her
    former position -- anyone in personnel that can verify this?
    
    And if correct, why must you be required to take a new position at
    three levels lower?
    

    I would also talk with Personnel about negotiating the new job at a
    higher SRI -- in today's transition environment, employees are expected
    to look at jobs within 2 SRIs of their current == 3 may be pushing it a
    bit much, and perhaps there's some room there for compromise,
    especially given the assumption that you were a good/excellent
    performer in previous roles.
    
    best of luck,
    

    You are a more valuable employee to the company because of your
    experience with the company, so that I would argue you should not
    be asked to step back three levels.  I would think that an equitable
    solution would be to "red line" your salary and let you learn and then
    earn when you had been promoted.
    
    I can't speak from a Digital background, but if career advancement is
    important and career salary progress is important, then don't take the
    step backward.  I did it many years ago, to have time with my wife, who
    had a fatal illness.  I would do it again, but I also recognize that
    my career and salary growth are still affected, 21 years later.  I am
    about 25% behind my peers with that company, which just happens to be
    the step back I took and they are about three levels up the management
    scale from my present postion(estimated, since we're all in different
    companies now).  It was worth it for me, but not for my career.  I
    suspect the same will be true for you.
    
    Work hard on your decision and it will work for you!
    
    Big Mac

I concur with .4 that "if career advancement is important then don't
take the step backwards."

Remember - Digital does not pay for performance.  It will be a long time
before you recover from such a big step back.  If money is not affected
(I bet it is) by the lower pay level, it is still a multi-year (at least 5)
road to get back to your current level.

Your value to Digital is much more than just what you are doing in your
new role.  Your new management has chosen not to recognize this in offering
you this "opportunity."  If they make any promises, be sure to get them
in writing; even then I don't think I'd trust any promises for the future.

Good luck.  Make a decision that you can live with.

Karl B.

Of course, the decision is yours.

    Again with reference to .4, but speaking only for myself, I put career
    definitely behind personal satisfaction in my list of priorities.  I
    have been in the computer field since 1963, almost always as an
    individual contributor, which is what I am today.  My last promotion
    was in 1978.
    
    Life is short; do what you want, and let your career follow, or not,
    as it wishes.  If you are enjoying what you are doing, stick with it,
    even if it means a decrease in rank.
    
    You may feel differently, of course.  I can only tell you what I would
    do.  Your priorities may be different from mine.
        John Sauter

    
    A few comments consistent with some of the other things stated here:
    
    -What is your boss like?  If you're going to start 3 levels down
    you might consider a program that allows accelerated salary growth
    commensurate with your previous experience.  Get whatever commitment
    he/she makes on paper.  
    
    -How much does your previous job impact your ability to do your
    present one?  One would assume that you are not being given sufficient
    credit for that experience that you already have.  You might be
    able to negociate a better starting position.
    
    -What will a year or two in this new position do for your outside
    value?  It could be that the combination of what you can do already
    and what some time in the new job will give you will make very
    marketable.  This could provide some good leverage when negociating
    salary and promotions in the future.  It also keeps your options
    open.
                                                         
    -Be honest with yourself as to how much you like the new position.
    There's always a certain euphoria that comes with doing something
    different or a new job.  If you've spent some time in the environment
    then maybe it has worn off.  It is, however, something to consider.
    
    -Do what you like best.  I think there is a truism that goes "You
    do best at what you enjoy most".  Therefore, you stand a better
    chance at doing well in the new position because you say you enjoy
    the work.
    
    FWIW.  Good luck in your decision.
    

    For me, it would be difficult going from a cons to a mid-range specialist.
    Overshadowing your position with your capabilities/experience can sometimes
    bring rapid advancement, but it can also bring stagnation from not being
    in a position to use any more than a small part of your potential.

    Remember that the only thing that counts is what you have in your hand the
    day you commit yourself and sign on the proverbial, if not physical, line.

    Commitments for future action are icing on the cake if they happen. I've
    seen too much bitterness and recriminations where people have committed
    their careers and not received the reciprocal committment from management.

    Final word of wisdom, it's not what organization or company you work for,
    it's who you work for that really counts.

    Good luck whatever your decision!

    /petes

    Re.   ... doesn't personnel have a policy that you should be hired back
          at your old level? ...
    
    Yes, they do, and he could hunt around and find a job at that level and
    get it, although it may mean a move and/or less interesting work. The
    question here is, He has an opportunity to do something exciting while
    learning a new skill but it will hurt his career position.
    
    My advise is that since 3 steps is a steep dropoff, and since there is
    a policy encouraging people to consider two step drops in view of the
    urgency for re-deployment of various work forces, that he offer to take
    the job at a 2 level cut instead of three.
    
    The new hiring manager will say that the req if for 3 levels below and
    that's all he can do. But if that's the extent this guy (.0) is willing
    to bend to keep this new job, perhaps that manager will push for an
    exception or whatever, considering the applicant's excellent past
    performance and his current progress and expected future contributions
    to the group and the corporation. Then again, they may hire someone
    else to do it. 
    
    I took a drop about five years ago. My career has been stagnant since
    then. But that's just my case. I've recently transfered to a new job
    with training and growth opportunities and am looking forward to doing
    much better. 
    
    
    MacaRoon