Doesn't look like selection teams have been posted yet, at least for Human Resources. Big concerns there - especially if it's the usual cast of HR PDR's who are loaded with bias and bad behaviors. Hope that RM and her GMs are at least thinking of that - although they had no problem selecting those people in R2 and R3, those of us in scope for R4 would prefer a more fair and balanced group of people on that committee. Some of the current PDRs are representative of what is wrong with the HR culture. Just sayin'. So, to whomever posted earlier and said that leaders read this site, this message is for you! Feel free to pass along to the TO team and RM.
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The last commenter raises a really good point-we can always file a legal complaint and cite the inconsistent process and tools. So many eff ups that how could one be assured that their application and opportunity to apply got fair and consistent handling and consideration with all that has transpired and round 4 hasn’t even begun. Let’s see...Power BI snafu, shifting timelines, technology issues even if they weren’t CVXs fault, perception of reverse discrimination, etc. The open mics and other like meetings with pigeonhole probably have good discoverable info as well since Q&A answers may not have been the smoothest.
How many people have already thought about seeking out an employment attorney?
Enormous selection teams. Vague cookie cutter job descriptions. Organizational confusion. PDRs that are on the way out. Virtual meetings. Should go smoothly.
Why are the selection teams are enormous. Is that a bad thing or a good thing? Downside: So many people who will be on future preservation orders.
@4rtf The bad actors will be ok with you since you are a beloved HRDP. You will be just fine.
Early career here and don’t know who the bad actors are yet. Anyone care to share to help us DPer’s know who who to stay clear of?
@1iix That would be interesting to see. I noticed that one of the infamous people is listed as a job owner. Will be curious to see if anyone applies to her job. That should send a big message if the slate has zero candidates.
Does anyone dare list the specific PDRs here that we are thinking of? I think we all know who the bad actors are. Hint: none of them are males.
In terms of the hotline recommendation, I’m in. Prob will not change anything but it can’t do any harm as long as the concerns are valid vs. hearsay. We’ll know we’ve done all we can do and that’s what being a decent human is all about regardless of outcome.
No one race has a monopoly on talent. The D&I team spent $10MM on developing that statement.
The hotline may not result in anything, but we’ll know we did everything we could and leave with our conscience intact. It feeds to and gets investigated by the legal team, especially if the concern is clear that it should only be between RM and legal. Most of our legal staff is more ethical than HR and will handle the issues with better integrity. I’m in.
Hotline is completely useless. That is why they want you to use hotline, just like EPA. If they care about bad behaviors they should have done something long ago. All the bad behaviors today are years of connivance.
I agree, there are specific PDRs who partner with one another ahead of events and then bad-mouth candidates to get them removed from slates so the other can get the candidate she wants. This includes candidates who they’ve only known for 30 minutes. I’m going to wait until all the reps are posted to see if they’ve been removed. If not, I’m filing a hotline on Wednesday with direction for it to go straight to RM with the specifics, including detail on all of the leadership abuses I’m directly aware of. If you have valid concerns about unethical behavior I encourage you to do the same. I think people voiced valid concerns at the community call this morning and most were not effectively answered, the only guidance that we can anonymously leverage is that RM mentioned the use of the hotline system. The inclusion counselors were not informed about HRs behavioral problems and could not do their jobs. The results showed the same biases we’ve seen for years were still used. While our hotline concerns may not result in change, we’ll at least know we did our part and couldn’t do anything further without jeopardizing our careers.
i could never understand why is there a need for a reprsentative, a PDR in usual times and a selection rep now, when we post for jobs. In all other companies, an internal candidate would have just submitted an application and then it would be at hiring manager' discretion entirely to select.
My selection rep announcement was hidden in a generic email that came out from the TO at 1:30 am... and it’s someone that is EOI from an earlier round??? Wtf???
We were told our representatives will be announced today. I think it’s terrible we don’t even know yet.
@skt I agree with you but OP has a point. People’s outcomes have been impacted by PDRs attempts to discredit a candidate so that their preferred candidate is picked and oftentimes those attempts are unfair and personal attacks. Yes people do talk. I am not confident that the so called inclusion counselor will see and prevent this behavior.
This is exactly why HR people turn to this site and pigeonhole- it is sad that RM and her LT knows about these things yet nothing seems to change. But maybe if they see stuff like this it will eventually resonate. And no I am not in scope for R4 so I have no motive other than to speak the truth and advocate for what is right.
Fate, that’s all it is, so don’t fight it. You either have a job or you don’t.
I guess the time lines are going to slip like almost everything at Chevron
I'd love to be a fly on the wall at the meetings: As they attempt to load the jobs......
RM already announced your PDR. It’s a stuffed bear.