and what were the reasons?
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“You can not mix the choices” This recently changed, now the wording is apply for jobs and/or file EOI. If a job owner really wants you in a position (s)he can turn down your EOI to try to force you to stay... but I suspect that would be unlikely without some proceeding conversations as in most cases it is likely to be contra-productive.
I happen to know that in my group almost all the employees are going to request EOI. This is going to leave the managers in a huge pickle! because there are simply not the staff at all apart from them requesting EOI who know how to do their jobs. Anyone left standing is going to have a terrible time trying to pick up the slack. We are talking operations here, these positions cannot be cut much. There are contractors who do know some of the skills, but as we know there have to be some employee positions to cover fro biz reasons.
The choices given are 1) EOI or 2) job posting. You can not mix the choices. You have no way to post for jobs and indicate EOI as one of the posting choice. That’s what I got from HR.
A couple of years before Project Alpha...several ETC Depts reorganized with a Downstream Technology group. There was going to be fewer people needed so mgmt got approval for a severance package and did a ROM. A number of teams/positions were closed and not part of the ROM. A very highly technical person on the tech ladder who was in an open position, and at least PSG 26 with consistent "1" rankings, raised their hand for EOI and were refused due to the unique technical skill set the person had. The person was fairly bitter and just resigned about a year later, but still had ties as a consultant back to CVX/ETC. Refusing an EOI was very rare in the various versions of some of the techcos over the last 40 years (CRC/ETD/CRTC/ETC).
If you put EOI for any preference regardless of order expect to be cut. I’ve heard it from my one of my managers after the last enterprise event that he had someone put it as their last choice. To him if you are willing to leave at all they are not going to value you higher than someone who is trying by any means necessary to stay.
That’s a hard one, and I would need more info to make that call.
But, If I’m a manager making these calls of who gets jobs and who I lay off and I see someone who is willing to just leave Through EOI, I’m probably going to grant him his wish. I’d much rather send that guy packing than than another guy who wants to stay at all costs. Especially if they are equally competent.
Just my .10 cents
I feel like I’m trying to play chess here.
Let’s suppose there is a job I would be interesting in doing, and I know it’s going to be posted in the pdc. I know competition for this job will be high. Can I put it as my first preference and if for some reason I am not awarded it put my second preference to just be given the EOI?
How do you think it would be viewed? Do you think They would just look at it and say, let’s just give him the EOI without consideration of the job? After all, we have to reduce headcount anyway.
I know no one know the answer here. I’m just looking for prospectives here
Yes, and there are many. EOI is what it means an expression of interest. It is not a guarantee of termination.
EOI rules are different in non-US countries.
A person on leave without pay or long term leave is not qualified for EOI. Read the FAQs.
I know of one - she used to be on my team. She’s currently on family leave and has moved out of the country. No idea why they refused it as there isn’t currently and empty box for her. Seems a bit underhanded.
There would have to be a very good reason to refuse it, i.e.: they can't find anyone else but you to fill your position is the only one I can think of. If that IS the case you must have a skill that is very rare , try looking around for another job after they let you go?
No. They need people to go. If you raise your hand they will help you out of the door. This includes all levels, functions and groups
they will refuse yours, 'cause you are sooooooooooooo important.