Conference 7.286::digital

    
    What the hell is JEC?
    
    -ED
    

RE: What the hell is JEC?

You REALLY don't want to know......

Great.  Just Friggin' great.  We didn't spend enough money the first time 
for a useless activity?????

Keith R>

    Humor me.  I'd love a good laugh. Tell me about this latest method of
    wasting money.
    
    -Ed
    

It was an enormous effort awhile ago to re-evauate everyone's
job duties with the intent of reclassifying all jobs into
fewer titles/categories.

It had no perceptible effect locally, as most managers just ended up writing
justifications for keeping people in their current job codes.


So why's it back??

    
    So, who's the veep?
    
    -Ed
    

    Another round of JEC is a total waste of money.  Is this some gimmick
    to keep personnel folks busy?  

    
    Sounds like another "justify your existence" exercise.  I smell more 
    TFSO.  
    
    Should we be surprised??
    
    -Ed
    

Could it be JEC for wage class 2 employees?  I seem to recall that JEC 
back in 1988-89 was only for wc 4 jobs and that wc 2 would come at a 
later date.  


Bryan

Well, the distribution list was WC 4 employees (primarily 52XX)
within ADEG Services (Malcolm Jones' org).

    
     And the beat goes on
    

    I believe this has something to do with the merger of Customer Services
    and EIS...and the fact that there are currently two (at least) job
    families (52xx and 24xx) that (?overlap?)...
    
    Brenda

    	Anybody know if JEC ever hit the veep level?? 
    
    	I have to equate this news with one of life's basic motto's,
    	"if you can't force something to change, just keep doing the
    	same thing". In other words if it aint broke, don't fix it.
    
    
	(he says all of the above in the most sarcastic tone of voice 
    	 possible, but imagine how pathetic the answers are...)
    
    
    	Glenn

	JEC was a Job Evaluation and Classification project done
	some time ago. It was an attempt to rationalize the way
	people were evaulated, re-arrainge the job codes, and 
	make sure everyone was at the right job code/level.

			Alfred

Maybe it's just birdcage management coming to light again, and someone is again 
sitting on a perch he's sat on before !

    could be any combination of the above replies or all.  I was handed
    a proposed outline for re-organizing technician titles and was asked
    for my input.  Someone somewhere is at least talked JEC for WC2 (at
    least the techs).
    
    FWIW: I wasn't too happy or impressed with the proposed plan.
    
    Ogre.
    

    We (BTO) received the same proposal for re-org of Technician job
    titles.  To be more specific it came from Ken Cardinal, U.S.
    Compensation, U.S.Personnel Disciplines in HLO.  I can forward you the
    memo or post it here if anyones REALLY interested.
    
    _donna

    
    Reminds me of a definition of insanity that I heard.
    
    `Insanity is expecting different results from doing the same thing'.
    
    tgc

    
    
    As a result of the last JEC, I was classified as a principle software
    engineer.  At that time, I had never written a program because I did
    not know any software language.  It took me FOUR years to get it
    changed.  I did not deserve the title of software engineer, let alone
    principle.  I am a perfect example of what is wrong with dec.
    
    I work in support and deal with REAL software engineers every day;
    people who are good at their jobs and deserve the title.  I have
    always been ashamed that dec considered me as doing the same job as
    they do, especially after reading the job description of a principle
    software engineer.
    
    Now I am a senior systems support engineer, a title I deserve
    (although some may differ with that opinion :) )
    

re: .11

If that is true I would expect the results to be rather short-lived, 
since I understand that EIS is about to be disengaged from Customer 
Services.

Al

    I have heard that some 52 family job codes will become 54 family job
    codes.  This supports the previous reply that EIS will be disengaged
    from Customer Services.  The transisition will be transparent and will
    take place during the next two months.

I started a new topic (2165.x) to talk about the EIS split from Customer
Services.

Lee

Well, I just got back from the briefing, and it seems to be 
180 degrees from the previous few notes re EIS splitting from Customer
Services.


From the briefing materials:

"This new job structure is an integration of the two previous Job Structures,
the Customer Services (2400) Job Structure and the Software Services/EIS (5200)
Job Structure."

"The new Job Structure has a new number, 5400.  As a minimum, all U.S. Digital
Services employees' job codes will change, upon completion of this program. 
The "old" Customer Services employees job code will change from 24xx to 54xx.
The "old" EIS employees job code will change from 24xx to 54xx.  For many
employees, this will be all that happens.  Some will also notice small changes
in the wording of their job descriptions.  Finally, a very small number will
see their jobs and Salary Range Indicator (SRI) change."

These new job codes can been looked at already in VTX JIS.  Just scan for 54*
job codes.  For the most part it seems to be a 1-1 correlation at the IC level.
For management, the titles got a bit more convoluted.

Kevin

    In Networks we were given a skills survey which we were asked to rank
    our skill sets on around 250 topics, each topic had a 4 digit code next
    to it. This was sold to us as a method to determine future training
    needs , whch would then be used to determine future training for us. 
    
    Well as fate would have it most folks undersold them selves in order to
    receive more training. Big mistake! They are going to combine all EIS
    and NIS types and where there is duplication, release the less
    qualified person based on their responses to the survey. I agree there
    is much duplication in Digital but to bill this as a training needs
    assesement is savey on DEC's part and the respondents who under sold
    themselves will soon be working for someone else.
    
    The survey process is not as effective as a technical board process and
    we may lose good people to the industry and be left with people who are
    indeed in need if time consuming and expensive training. 
    
    I for one would rather filter out duplication through technical review
    boards then surveys. That way those who are left to work for the our
    rivals are, or should be less of a threat to Digital when we see them
    across the table from us.
    
    If Digital is going to reduce headcount lets keep the best and give the
    others the rest. Its like football, you do not trade the best just to
    loose in the end. 

The rumor I've heard is that Sales Support (we have 52xx job codes, too.) is 
going to move into Digital Services and not be part of the Sales organization 
as it is now. I would be VERY unhappy if this happens. Being an integrated 
part of my sales account team has allowed me to be much more involved and
effective in providing sales support. I'm sorry to say that there is a night 
and day difference between how Digital Services treats its employees and how 
the other organizations I've been a part of have treated theirs.

Let's hope this is one rumor that turns out to be fiction.

Regards,

Jim Mickol
Sr. Sales Support Consultant
Xerox Account Team
Rochester, NY

    re: .23
    
    The process that you describe is a @$%^&*ing outrage.
    
    I've gotten the impression that BP has elves monitoring this
    conference. I've heard BP talk about "integrity". If both of these are
    true, and your recounting accurate, I'd expect to see (at least) public
    flogging of those responsible.
    
    Unbelievable.

    re: job skill sheet
    
    Is this the same sheet that would take ~10-15 hours in SBS to complete? 
    Is this the same skills sheet inventory that I filled out 12 months
    ago, and was never entered into any system that I know of?  Is this the
    same skills sheet that I now have on my desk, waiting for instructions
    on how to complete the form?
    
    Is this the same sheet that can, to a degree, determine if I keep a job
    and/or my current SRI level?  $%^^$#$& unbeliveable!  (if it's true).
    
    --- Gavin

    i find this topic somewhat bizzare in that we (our sales support group)
    were asked to fill out an expertise form recently. i now am begining to
    wonder why - beyond the usual statements that is.

    please, any time anyone asks for a justification of one's existence
    has got to be a dead giveaway.  If one doesn't sell themself
    appropriately towards what one is perfectly capable of doing with 
    little/no training, then that is ones own fault.
    
    Sorry to sound so hard, but it's true: sell yourself, but don't lie;
    sooner or later you'll be found out.  (funny, everwhere I turn, we keep
    coming back to looking out for number 1; the key is to stay in the team
    envirnoment doing your share [and more when needed], but don't let
    anyone get the upperhand on you.)
    
    Reg.

    GEE..... I hope that skill survy I filled out last year is not the end
    all and be all of the companies visability of what I do and am.  They
    did not even have entries for some of my major skills like SECS
    protocol, cell control design, manufacturing equipment comm., RSX, etc.
    Most of what I put down was pencilled in.  My understanding was that
    nobody ever did anything with that stuff.  It was 1 of 3 or 4 totally
    pointless smoke screen activities being conducted at the time by a
    management group in panic.  
    
    Oh well....  I WILL survive.
    
    Judy
    

    re.1 Jerk Everybody's Chain
         =    =           =

    You *can* beat the bureaucracy.....
    
    Here in Europe when we were given the 'opportunity' of implementing
    JEC, it was thankfully declined!
    
    In it's place, DEC Europe have committed to move in a different
    direction - a skills based approach rather than a job based approach.
    If you define an individual's competency around their knowledge, skills
    and behaviours it can be matched against a role profile identifying the
    same three key areas.  In this way we can reward folks for the
    aquisition of skills and knowledge rather than traditionally
    'force-fitting' people to job descriptions and organisational
    structures.  With JEC people tend to concentrate more on what level they 
    are, and not on the skills they have or contribution they make.  The 
    ultimate outcome for us in Europe will be the removal of job levels and 
    salary bands.  As long as levels continue to be in place it provides people
    with the possibility of recognition based on a derived value - rather
    than their true value!
    
    At the end of the day it will enable reward for the aquisition of new
    skills rather than new levels.
    
    CJ
    
    CJ