I was left standing in R3 in HR and it is a blessing for my health and sanity. Here are my thoughts on the people that remained and got placed. Most of them have threatened to leave Chevron at more than one point in their careers. Our VP of HR has created a terrible atmosphere where most of the managers do not work together and save their people at the expense of the better performers. She quit Chevron because they did not treat her well and came back a few years later as many of PSG 28+ have. The employees, like myself that handle their business and dont complain get sacrificed continually.
I was in the unfortunate position where my boss and advocate got left standing in R2 because she was very unliked by all HR managers and had a close relationship with our former CEO. Good luck to all of those left standing and those employed in the BU, another 10% coming next year and the following year.
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Talking about mystery money, I am still getting a second annuity payment direct deposited into my bank account every month, for over 5 years now. The amount is double the $4,389 I'm supposed to be receiving. I continue to set aside the duplicate payment into a savings account and I have not touched a dime of it, including interest earned. Texas law says only one years worth, which is $52,688, can be clawed back by Chevron if they ever realize their mistake. Now how’s that for mystery money?
@iqa Ah yeah, the $4500 mystery money. Would sure be nice to see that again. I also noticed how the money hit accounts right when CIP was also supposed to. Did they not think we notice that kind of stuff. Also the letter with no letterhead and vague direction on who to contact with questions. Ah the good old days.
Chevron HR notoriously sidelines older workers (remember the length of your runway??? not to mention that mysterious $4500 check we all got with the last reorg). It's clear that selections have been and will always be based on who you know not what you know. As someone who has been a solid 2+/1 performer over the course of my career but who was not selected for promotional opportunities over someone who "needed to develop these skills", I can't wait to get the hell out of here. As I move forward with to the next chapter of my life, best of luck to the solid, unrecognized performers that are left behind...
OP, thanks for voicing how ethical and truly strong performers in the function are feeling right now. There were at least 2 horrible placements in Round 2 that made it clear leadership isn’t paying attention to, or just doesn’t care about, the abusive behaviors these people have subjected their staff to for decades. Round 3 echoed what others have already said and was embarrassing in several cases. The counter-productive diversity messaging from leadership is also making everything even more divisive and questionable for all involved.
What can I say about the new HR leadership team who were selected in round 1? Well, no comment. And how about those leaders selected in round 2? Some have proven leadership skills and track record of delivering results but the others - well, never mind.
@yww Agree 100%. I am betting that a lot of people in the function would just EOI were it not for the economy being sh-t. In a few years when the market picks back up and the ones who are marketable outside of Chevron leave, the function will only consist of incompetent middle and senior management (but diverse AF), HRDPs, and the cheap labor in Manila and Argentina.
OP Thanks for voicing how a lot of us in the function feel. The political bs in HR is the worst I have seen anywhere and I find it unacceptable that there are leaders with horrible behaviors who got selected in round 2 (everyone knows who they are and they were actually referred to in a post a while ago) while others had to post down in R3 and still did not get selected. It should speak volumes when those who were not retirement age EOI - they too saw the absurdity and I can’t say that I blame them.
I noticed many of the selections were based on what is easy instead of what is right. People kept in current roles even if poor performers and leaders (once again) picking who they know for their orgs instead of who is the most qualified. I was less concerned about the new HR model working before seeing the R2 and 3 decisions, it can work with the right people but we’re not getting there from a culture change and political standpoint. Behavioral improvements and ethics from leaders need to happen asap for this to work, there will no longer be headcount to deal with BS. Aside from “standard” inclusion topics, the inclusion reps should have been briefed on all of the HR leadership issues and given the authority to call them out during the session; it is clear this either didn’t happen or wasn’t effective.
Let’s be honest who in HR would EOI if the economy was better?
Were you really left standing or did you EOI? Trying to make sense of what your actually trying to say. Like are you happy about it and just wanted to remark that results seem to be the same old same old? Which I doubt anyone will dispute what you said on those who remain.
Great point...the complainers and promoters tend to get the promotions and better opportunities. Lots of good people left standing and alot of head scratching on selections.
OP is spot on. Good luck in your future endeavors.
What does HR do? In my last BU they wasted people’s time.
Sorry you didn't make the cut. It's unfortunate when circumstances beyond our control impact our careers that we give so much for. Best of luck and remain healthy & sane!