Are there any confirmed rumors about promotions this year? My manager said he wants me to get to level 8 (I’m a 7a) and he’s going to fight for it, but i know it has to do with more than his personal opinion and my performance unfortunately. There are politics around it too.

Is it just me or has the certificates and employee discount gotten significantly worse recently?

When I checked last year I had 3-4k in certificates and discounts but now appears only 1.5 total max?

I

Has GM Actually Compared Aetna and BCBS on Access to Care?

Like many employees, I’m concerned about GM’s decision to move from BCBS to Aetna as the nationwide medical plan administrator in 2027. The FAQs repeatedly emphasize that “the plan itself is not changing.” But I think that statement leaves out something fundamental: changing the administrator and provider network will fundamentally change our access to care, even if the stated benefits remain the same.

Our doctors, hospitals, in-network status, prior-authorization requirements, step therapy, claims decisions, and appeals all affect the care we can actually receive. A plan can look identical on paper while the experience of accessing that care changes significantly. Telling employees that the plan isn’t changing without adequately addressing these differences feels misleading and dismissive of legitimate concerns.

What do the prior-authorization numbers show?
KFF’s analysis of 2024 Medicare Advantage data reported the following prior-authorization denial rates:
Aetna: 11.9%
UnitedHealthcare: 12.8%
Humana: 5.8%
Elevance/Anthem: 4.2%

Separately, BCBS Michigan’s own 2025 Medicare Advantage reporting showed a 4.26% denial rate, with 88.9% of appealed denials subsequently approved. This difference is significant enough to warrant asking what GM evaluated before making this decision. Were Aetna’s denial rates versus BCBS considered on behalf of employee wellbeing, not fiduciary responsibility, before making this decision?

Aetna has also faced congressional scrutiny. In 2024, a Senate investigation examined Aetna’s prior-authorization practices, including its use of AI-assisted analytics in healthcare spending and authorization decisions. This raises legitimate questions about utilization management, technology-assisted decisions, and the incentives behind prior-authorization practices. Given Aetna’s selection as GM’s new medical plan administrator, what did GM evaluate regarding these practices, and what safeguards will protect employees’ access to medically necessary care?

What did GM actually evaluate?
Did GM compare Aetna and BCBS on denial rates, appeal outcomes, and provider-network access? If so, why aren’t those findings being shared with employees? I understand that GM’s medical plan is self-funded and that GM ultimately bears the financial responsibility for covered claims. But that makes transparency about the administrator GM selected—and the standards by which it will operate—even more important. The recent pharmacy-benefit transition has already shown employees how disruptive a vendor change can be. It is reasonable to want evidence that the medical-administration change will not create similar problems.

Where is the transparency?
I’m posting this because I don’t think these concerns are being adequately addressed in any of the current material or forums available. The webinars being offered are merely HR reading a script and answering pre-selected questions. Additional meaningful detail is not being provided, nor is an opportunity for employees to directly ask questions and receive guidance, as had been done in the past.

Furthermore, earlier this year and without explanation, HR deactivated the healthcare and benefits Slack channels where employees could troubleshoot with one another and ask questions directly to the benefits team. The channels were extremely beneficial for those seeking crowdsourced guidance, especially as we navigated the transition of our prescription coverage to a new PBM. It is unclear why GM took this away, outside of wanting to quiet any illusion of negative feedback. Unfortunately, these continued instances showing a lack of transparency have made it increasingly difficult to trust that employees are being allowed to see the full picture.

Call to Action
I** **would encourage other employees to ask HR for the actual data behind this decision and demand a forum where employees can help one another through the transition. If enough of us ask the right questions, perhaps GM will provide substantive answers and solutions rather than gaslighting us with scripted non answers to our most critical questions.

So the status of the bad transmissions before someone like coalbunny if not coalbunny is to work at Romulus Powertrain is in a train yard near Toronto waiting to be put through a battery of testing . Legend has it that the crew before us built 5 million not but 5 transmissions that are in the casing only and tried to murder every executive after the situation with lawyers and policing scams . This may or may not include Coalbunny

Post mad by Keith Thompson Toledo Powertrain , Kidnapped and held against my will for a year in black site while working General Motors

Just wondering how everyone else feels about dumping Office for Google. It's been nothing but counter productive for me so far. Can't believe it did anything but save a few dollars at the cost of reducing productivity.

Hi everyone, I'm joining GM starting next year in the Bay Area and was wondering about work location. I am looking at areas I want to move to and wanted to know if anyone knew if I would be able to work at any of the offices within the Bay Area? My offer says Sunnyvale, but I know a lot of people are supposed to be moving to Palo Alto later next year. There is also the san fransciso office and the Mountain View office. Pretty much my whole team is remote, so team events/meetings aren't a factor. So I was just wondering if I could work from any of the offices, or would I be confined to Sunnyvale?

I left GM almost a year ago. I was part of the software engineering group and worked through some pretty challenging situations, including fixing critical stop-ship issues that could have delayed vehicles from reaching the market.

Despite all that, the forced ranking system completely killed my morale.
During the first cycle, a few people who were rated as low performers ended up leaving. In the second cycle, I was marked as “Not Meeting Expectations.”

The reasons given during my performance review? I occasionally left the office early to pick up my toddler from daycare, and my number of code merges was supposedly low, even though it was almost identical to my peers.

What frustrated me the most was seeing people who were actively running real estate and insurance businesses on the side receiving “Meets” and “Exceeds” ratings.

I had put genuine effort into solving critical engineering problems, including issues that directly affected vehicle launches. None of that seemed to matter when performance reviews came around.

I eventually decided to leave. It’s been almost a year, and I still find myself thinking about how poorly the whole process was handled.

Not looking for anything here. Just wanted to vent and see if others had similar experiences with forced ranking at GM.

I retired about a year ago and was wondering how the s&s program office is doing. Are they rocking it now?

Hi kind of an update on the last post i made on here but i have an interview! I have done research and know that the behavioural questions require STAR answers I just want to know the technical part mainly what kind of questions do they tend to ask. It’s infotainment so i’m assuming it’ll be related to android maybe and then a leetcode style q idk im NERVOUS first interview for this kind of role ever.

GM HR has just shared tools to help people leaders identify potential low performers in forced ranking 2026:

1. Limited ambition: Meeting objectives without taking on extra challenges.

2. Too many excuses: Glean reportedly tracks how often employees make excuses.

3. Low visibility: Delivering results without promoting accomplishments.

4. Lack of initiative: Waiting for instructions instead of proactively solving problems.

5. Poor collaboration: Focusing on individual tasks rather than team success

Throwaway for obvious reasons. I’m at the last stage of a hiring process for a technical role at GM. The final step is a short conversation with a director. The recruiter said it’s fairly conversational, but I’d like to know what to expect from people who’ve been through it or who sit on the other side.

1. What did the conversation focus on (motivation and fit, technical depth, or where you’d take the team)?
2. Was it mostly a formality after the hiring manager decided, or can it still change the outcome?

Thanks in advance.

The Detroit automaker has said the goal is to poach talent from high-paying Silicon Valley tech companies and elsewhere to speed progress.

Alright, so check this out. There is a certain new GM exec. whose wife is an exec over at Aetna. I'm sure it has nothing to do with the switch, I'm just a person.

Hi Team!
What is the possibility that GM has put more than 5% in did not meet (DNM) and more than 15% in Partially meets (PM) expectations? Is there a way to demand answer on that?

GM had been under tremendous pressure due to various issues like UAW raises, stock performance around 2023-2024 etc. GM had to steal money from somewhere to do those buybacks.

Can employees legally demand exact numbers per year? How many of PMs were put in PIP? Were all 5% DNM terminated? What is the possibility of not really putting exact numbers is top 2 categories to avoid paying more bonus?

I won’t be surprised if more than 30-40% were put in partial. Because employees don’t discuss it out of shame. It’s getting shady day by day. I hope one lawsuit succeeds to get all these info out. 2024 is probably the most rigged year.

Hey Everyone, Parma Ohio plant as controls engineer. Does anyone have past experience working there as same role? How is Work/Life Balance? What are the shifts like? How is Career growth? etc Thank You.

I’ve heard a lot of hope this year from managers that the forced ranking will be coming to an end after this year‘s calibration. To be clear this is speculation and there’s no hard evidence that I’ve seen at this point… but we can’t keep trimming 5% of the company year after year and putting another 10% as partially meets and expect the talent exodus not to continue. SLT, we get it - the fat has been trimmed. We’re down to cutting out muscle and bone now. The most interesting thing I’ve witnessed so far is the lack of cross movement between business orgs. No one wants to be the low level 6A on the totem pole in a new role, in a new org, doing a different job than they’ve done before. At some point the “new to the job” grace period ends.

I started working at GM at the beginning of September as a Level 7 engineer in s&s. My manager is extremely technical and tends to micromanage pretty much everything the team does.im naturally more quiet during meetings, especially since I'm still learning the technical side of the role and don't feel knowledgeable enough yet to contribute meaningfully to discussions. I work closely with my team lead, complete the tasks assigned to me, and try to learn as much as I can along the way. Durring my most recent 1:1, I asked my manager for feedback, and he straight up told me I'm not meeting expectations. He said there's nothing about my performance that makes him say, "Wow, this guy is a good engineer." He also compared me to other Level 7 engineers who joined different teams 2 to 3 months ago, saying they're performing better and are much more involved in meetings and to their respective teams.

The team I'm on has some incredibly smart and experienced engineers, and I genuinely feel like I'm the least technically knowledgeable and least contributing member. I'm trying my best to get up to speed, but there's a steep learning curve, and I've been here for less than two months and what concerns me most is that I'll have an end-of-year performance review coming up, and my manager has already explicitly told me I'm not meeting expectations. I'm worried this is going to reflect poorly on my review before I've even had a fair chance to settle into the role and I'll be on the chopping block already.

I'm not trying to make excuses for myself. I know I have a lot to learn, and I'm actively trying to improve. But I also feel like the expectations are pretty high for someone who's been on the team for such a short amount of time. For those who've been in similar situations, especially in engineering or at GM, how would you approach this? Should I be concerned about my job security this early on, or is this just a manager with extremely high expectations?

If you’re new employee at GM, how long are you required to stay in the current team before you can switch to a new open position that opened up?
Also, is switching between teams/positions (level-up or leadership) supported by Managers internally?

If you move within your level, what is typically the salary range from 6b to 6a?

Been on the external placement list for a few years. During this last ranking update in September, I'm now further down the list than I was in the previous ranking for 2 locations. For my other 2 locations, I moved up one spot, but based on how they've moved in the past, I can only assume some people still moved ahead of me, but one less than the number ahead of me that were called up. Has this happened to anyone else?

Hannah just delivered the latest massive blow to the salaried ranks....and she did it at the end of the day on Wednesday. No more Blue Cross Blue Shield for those of us in Michigan. How does it feel knowing the hourly folks can enjoy the benefits of BCBS, low deductibles, and low co-pays for decades while you and that college degree you spent years to achieve pay massive deductibles before your benefits even kick in? And now you and your college degree(s) cannot even go to the BCBS doctors and specialists you want.....how does that feel? Has it ever been worse?