Let's outline the process here on the layoff.
This is for documentation purposes, just in case other folks search for it - they can study this thread...
I've collected a few older posts, they are as follows:
14 replies (most recent on top)
I think it gives HR something to do instead of running up and down the halls like giggling idiots.
1vuu - I presume your advice to 1yiq is predicated on the assumption that any/all/some Chevron supervisors/managers are capable of dealing with such matters with impartiality, wisdom, and a sense of fairness? If so, that would be a pretty tall assumption, Amigo. I, myself, ran into a maelstrom of malfeasance when my female SUPERVISOR charged me and a coworker with "creating a hostile work environment". I went straight to our manager with my concerns. Months passed, while tensions grew and the work environment became ever more toxic. Finally, the hideously ugly, stupid-beyond-all-human-capacity, but "connected" supervisor "formally" declared to HR that we were creating a hostile work environment for HER (never mind the rich history of her many protracted absences, our having to "cover" for her, etc.), she was "a breast cancer survivor" and, as I mentioned,... "connected". Guess who was given the heave-ho? My advice? S--- it up and work around it all, if at all possible. Your comment about Karma, however, I totally agree with. It WILL (in fact, I believe it already HAS, in my case) catch up with such despicable people. If not,... well, c'est le vivre, as the French would say.
@JQUZuVD-1epl , It's a good thing that you do have your own hand to keep you company on those long lonely nights as a laid-off butthurt loser. Otherwise you'd have no one - LOL 🙂
Sorry to hear you were back stabbed, 1yiq. But don't fret too much. Karma is a b--ch and will come back to bite the b--ch that bite you. At least you learned a valuable lesson and will not make the same mistake again. If somehow you ever feel coerced by an employee on your next contract job, just provide that rat fink an excuse that you don't have time right now and create a diversion to scheduling a meeting in the next few days. Then immediately go talk to your supervisor about the encounter and ask for him or her to intercede in the matter. I'll tell you that working contract sometimes has its pitfalls that are delicate matters. Sometimes you don't know if the employees who come to you have political swing in the company or if they are vengeful people who will end your career.
I worked contract in Smith St. tower (BU will be unnamed) and a full time employee co-worker asked me one morning about everything I had worked on or even briefly looked at for the previous couple of months. This person said that they were working on their pmp and needed this information. As a contract employee, I did not have pmp reviews. I found out that this person had taken credit for all of my work and then had a one on one meeting with the manager to complain that I did not do anything. I only found out when the manager told me that my co-worker informed him that I had no work to do. I replied that I had plenty of work, but the damage was done. My contract was not renewed, almost 40-50% of the people I had worked with in that BU were laid off and this particular co-woker kept her job. This all happened right before the big layoff of 655 people this past April. Do not tell anyone anything that they do not need to know. Everyone is out for themselves and you have no friends or alliances where you work. I am happy sitting around and one day may actually go back to work. I can do this because I am single with no meaningful debt.
Anyone who has had to sit through ranking sessions knows just how wrong the process is. More times than not, when someone has to be forced down it comes to a vote. What ever group has the most people in the room wins.
HR only repeats what management dictates. PMPs are straight out of Enron. A paper trail to cover for illegal terminations and promotions of friends and families.
PMP's are a joke.
Does anyone except HR and executive management believe this stupid process accomplishes anything positive?
1emv the pmp process has always been forced rankings. Most of the time a percentage has to be put in as a 3 and a 2- . Once in a while they pull back and not enforce the percentages. When times are tough they'll mandate say 5% 3 and 10% 2-. It's all relative performance against peers which is fine, but ultimately can be very punitive against reasonable performers. 50% loss in CIP in some cases for good performance but relative to great performance.
For upcoming rankings, the word is that a percentage of employees (I don't know what the percent is) will be forced into the lower PMP categories.
fka (nice name by the way). It may produce nothing for you but I always end up with a Kleenex full of plenty "production". Unless you are a lady, then I can understand what you're saying🙂
The PMP process is like masterbation. It feels good but produces nothing.
God! I do SO miss getting "pimped"! Okay,... that's not true,... I really do NOT miss the experience. As I recall, there were rarely any interim PMP's,... certainly nothing of substance, unless one's manager, for some unknown reason, might actually SPEAK to, or (the heart flutters), actually SMILE,... and, even then, considerable extrapolation was necessary, to associate such positive action to some dissociated event, act, effort, or result (from how long ago?) which might have been, at least in the employee's addled brain, "worthy" of such high praise! So,... in every case that I can remember, the actual "pimping" took place in a most sterile manner, absent any "pre warning", normally consisting of a modicum of positive "strokes" (ie., you get your work done on time, it's accurate, etc.), followed by the requisite "zingers". Awwwwww, yes. Getting pimped. Lucky, lucky you!