Colleague Questions: Workforce Changes
Guidance on the operating efficiency plan, enterprise talent program and changes to role approvals.
Why are new colleagues joining after positions were eliminated?
The operating efficiency plan and enterprise talent program were approved for different requirements. The first removes positions from established functions. The second adds positions in functions designated for expansion. Both affect the same occupied-position register.
Is the company reducing its headcount?
The October 1 plan removed 1,400 occupied positions. The October 2 cohort added 1,620. Across those two movements, the company added 220 net occupied positions.
Can an affected colleague apply for a new position?
A former position may not be reopened under its original position number. Affected colleagues may ask People about eligibility for a different role. Eligibility depends on the role requirements, the individual transition arrangement and the approval assigned to the receiving program. An invitation to a welcome event is not an offer of employment.
Can my former responsibilities appear in a new role?
Role requirements are assessed under the approved service model. A different title, reporting line or investment classification may require similar experience. People will evaluate the new role against its own requirements rather than its predecessor’s title.
How were the senior program leaders selected?
The leaders were appointed through the enterprise talent program. The Board’s review required changes to disclosure routing and independent approval of specified compensation and purchasing matters. The appointees remain in their roles under those restrictions.
Who can answer questions about the two cost figures?
Operations reports the $92 million annualized reduction. Corporate Administration reports the $108 million annualized talent investment. Finance reports their combined effect. Colleagues should identify which measure they are discussing before requesting a correction.
Will welcome and alignment events continue?
Current colleagues will receive invitations according to their program and role. Departed colleagues will receive transition communications through the channels established for their cases. Where an automated invitation reaches someone who has departed, the receiving manager should ask People to correct the invitation list.
How is the workforce experience review being conducted?
Current colleagues complete the survey using Employee ID to establish eligibility and record completion. Results are reviewed in aggregate. Departed colleagues are represented through their transition-case outcomes. The two groups therefore contribute through different records.
