There are probably a host of methods available
to accommodate those who want to leave, capture knowledge and give job
opportunities to remaining employees. If DTE gave consideration to coming up
with methods to get people to leave without generating lawsuits, they could
save 10's of millions of dollars.
This would also allow people to leave who want
leave, reward senior employees for their years of service by being offered a
package whether they are in a targeted group or not, and by offering exit packages
that will entice people to leave, DTE might be able to improve relations with
their employees and avoid many of the legal hassles and public airing of such
matters.
By incorporating method's to eliminate law
suits, as well as developing better savings ideas, the door could be opened to
offer these more generous exit packages.
Here's an example of what I'm talking about, DTE could
develop any number of workable solutions or variations.
Establish an exit timetable and initiate exits
in an orderly and controlled fashion. A timetable like the one below may be
moved up, back or expanded depending on actual time needed to complete each
phase and accommodate the numbers leaving. By following a method such as this,
you would be rewarding senior employees who may want or need to leave
regardless of being in a targeted group or not.
Some exits will occur in the targeted groups,
senior employees exiting in non targeted groups will open up opportunities for
others in the targeted groups. Usually these senior positions are higher
paying, more desirable Management & Skilled Trades jobs that will attract
employees from the targeted groups, keeping the flow moving toward targeted
goals.
The ranks of some of the targeted groups are
filled with young people in need of long term employment, many of which are
young mothers and other minorities, which the company seems to be willing to
unmercifully set on the street without exploring alternatives.
The DTE Presidents present Corporate
agenda seems to be diametrically opposed to his public stance against those
trying to take affirmative action away at the ballot box. How can you be
believable in one role and expect to have credibility in the other?
-
Phase 1
- Months 00 thru 06: Offer exit packages to those with
40 or more years of service. (No targeted groups.) Start filling key exiting
positions immediately, allowing (2 wks?) co-habitation for knowledge transfer
before actual exit. Post and fill all cascaded positions within 6 months by
posting as soon as the exit is confirmed but before actual exit occurs.*
*The timetable may be terminated anytime desired numbers are
reached.
This page
originally uploaded 05/03/06. Last revised on 07/08/06