What are your biggest concerns with the process being used to identify who to cut?
21 replies (most recent on top)
I've worked for managers who were supportive and protective of their team and managers who openly criticized their team and thought they should all be replaced (without providing any mentoring for the perceived deficiencies). Groups with managers that have the tendency to protect their people will be better off. If you work for a manager that is quick to offer up their team as the requested sacrifice the other managers will be happy to let them do so while they protect their team. As always being in the right or wrong place at the right or wrong time matters. Life isn't fair. Layoffs won't be fair.
CC skills were pulled before employee deadline for update. Yet more unfair and unethical behavior from our company. But did you expect anything else?
@rov+17QeQ7ND We were told that it was pulled last week of October, and nothing we can do now to influence.
How do they know what our skills are if Career Connect is not being used?
Anyone who thinks there will NOT be extra points for NOT being a white male is naive.
@yyf+17QeQ7ND Yes, that would be explicitly illegal, More likely HR would look at the list and then they would make adjustments if needed to ensure they don't look like they are targeting any specific group... like they did with PIP. In the end they would probably try to have a similar ratio of male/female, minority/nonminority, age demographics in the firing list as the population. If the list is skewed toward one demographic they can be sued.
When was the data pulled to determine lists? If things are changed now in career connect, can it affect where you rank?
@ulb+17QeQ7ND This sounds very EM but at the same time I don’t think it’s the truth. If it ever got out they ranked by race/s-x/religion and even age you’d have a very easy to win class action lawsuit on your hands.
I believe It will be a metric based on most of what you listed.
@ulb+17QeQ7ND many thanks for the amazing explanation. doing a service for us all
Many are wondering who will be the targets of the involuntary program. Each employee in ALL CLs (executives included) will be assigned a score out of 100 (although a 90 is the highest possible...you will see why below). Score is made up of the following, each of which is weighted 1/10 of the score. Skills, mobility, experience, estimated working years remaining (based on age 60 retirement), minority status, ExxonMobil experience, industry experience, performance, performance, performance.
Examples:
#1 - A middle (VG) ranked drilling engineer 3 years out of University who is a 25 year old white female and has said they are willing to work anywhere would receive: 2 for skills (beginner), 10 for mobility, 1 for experience, 10 for working years remaining, 5 for female/minority, 1 for ExxonMobil Experience, 1 for Industry Experience, and 5 x 3 = 15 for the VG ranking. Total score would be a 45.
#2 - A lower ranked (NI) product chain engineer who is a 58 year old white male and 2 years from retirement. Hired on with ExxonMobil 30 years ago and is not willing to work anywhere but Houston. 10 for skills (advanced), 0 for mobility, 10 for experience, 0 for working years remaining, 0 for male/non minority, 10 for ExxonMobil experience, 10 for industry experience, and 1 x 3 = 3 for the NI ranking. Total score would be a 43
#3 - A top ranked (OWD) Second line supervisor in the Geoscience group who hired on with ExxonMobil 12 years ago.
Individual has volunteered for several expatriate assignment over her career and is a 34 year old Asian female. Her technical expertise is not recognized as best in class... but she is a great manager. 4 for skills, 10 for mobility, 5 for experience, 8 for working years remaining, 10 for Asian female minority, 5 for ExxonMobil experience, 5 for industry experience, and 10x3 = 30 for OWD ranking. Total Score would be a 77
Hopefully above helps you identify what your score may look like and what others’ may look like as well. Also, take note that CL, title, and position do NOT play into score itself, however each CL level will be in its own list. In addition, you’ll see that a “perfect” score of 100 is impossible a–” for Exxonmobil experience and industry experience results in a near zero score for “working years remaining” . These scores will be calculated prior to the end of the voluntary program so that it’s quick and simple to work up from the bottom depending on metrics that need to be met as far as numbers. These decisions for involuntary program will be based on lowest score. While this may seem cruel, unfair, and emotionless... it takes direct line management out of having to make these tough decisions. You may also note, the the weights given to each category was with the future (appearance and performance) of ExxonMobil in mind.
Oh wow what a trollololololoooooololoolol
Thanks for taking the L guys. We at BTC sincerely thank you for creating jobs. You guys are overpaid.
Cuts will be across the bands. They don’t want a repeat of the 80’s that’s why the voluntary package was so weak.
They will want a good distribution from all age groups and experience levels and I’d expect they will look at how your skills will fit long term. Let’s face it everyone that was hired deserves to be here.
Sure some have lost interest or found the way to coast through the job but that’s a small percentage. Maybe some of the supervisors have lost their way due to not having to “do the work”.
I’m sure they will also target anyone that didn’t make the 52+ safe zone. They will save a lot of costs by letting someone who is 51 with say 20+ years of experience go. And the same for those under 5 years of service they’ll get them off the pension books since they aren’t vested.
It will be interesting to see what happens to experienced hires with less than 5 years. Have they assimilated enough to be noticed?
In the end the way it’s done will be key secret and I’m sure we’ll see people scratching their heads to why/why not me.
Long-term fit - mentioned a few times.
Company certainly thinks in the long term.
Ask anybody outside the company about that!
Personal take:
I'm an intelligent person with broad specific and broad skills.
I work hard at my assigned projects and tasks and endure the grind.
I also speak my mind occasionally in my areas of expertise.
I respect others that do the same.
I'm definitely Identified and will be cut.
I would count everything being used whether they say it or not. Of course it seems like it comes down to whether your manager likes you or their manager likes you period.
Early career employee in projects ( 3 years). What skills do I have after 2-3 years? Seems like it could be a blood bath for the younger ppl like me.
Interesting that you were told CC skills are going to be used. We were specifically told they were not going to be used. I haven't seen anything in writing on it.
aji+17QeQ7ND Long term fit is definitely the piece that will be used to cover the popularity contest. They told us in Projects that mobility is one of the primary considerations there.
We were also told that CC skills are going to be used for the skill assessment, hence the big push to get them in in October.
Getting caught at the wrong place at the wrong time. It is pretty clear they won't be moving people around so if you just happen to be in one of the groups marked for heavy cuts you're SOL. Don't tell me the lowest ranked person in some of the groups with zero cuts are as good as the people being cut in groups with a 30% target. I learned long ago life isn't fair so I will deal with it.
For me it is that 70% of the criteria is not based on ranking. Long-term fit sounds like code for ultimate potential. The rest of what the 70% is based on is unclear at best since they aren't using the skills assessment process in Career Connect to determine what your skills are.