When we received our salary action reports now it just shows what is the new salary and the %CO is omitted. My manager says he doesn't know why or how I can find out what the CO is. I used this to back calculate and keep track of the pay 100% CO for each PSG every year by finding a % change of the overall salary structure. Now I have no idea what the targets are for each PSG this year. Anyone with an HR connection know anything behind this?
Thanks,
There will always be the "competitive objective" or the equivalent to average pay increases for that classification. Otherwise, managers wouldn't have to make difficult decisions on which employees should be paid more than their peers.
I've found that too many managers still determine pay based on "potential" over sustained performance.
In recent years, some staffs went to "career ladders" so that managers didn't have to fuss w/ placed jobs and promotions keeping pay information to a chosen few. I always felt that we spent too my time determining pay (when "gravatational pull" to average to C.O. limited ways to send a "message" to employees on relative performance.
There hasn't been any significant 'attrition' in Chevron since 2014. All the personnel losses have been layoffs or retirements. I do remember after the 2015/16 layoffs, there were a noticeable number of 'good' people who left on their own. We'll see if that repeats in 2021.
CO must have been some HR or BCG 'invention' from 15 or 20 years ago. For more than a decade (including job changes) I sat at >100% CO, but somehow could never 'qualify' for a PSG promotion. Once they introduced the Position Grades (or whatever it was called), it further muddied understanding one's career 'advancement', pretty common in Chevron for those with more than 20 years experience. For it now to be 'your manager makes the call' is really no change.
%CO is not gone. It’s called Compa-Ratio now and your supervisor does have access to it in Workday.
Of course there is no attrition! Haha what a bonehead comment. When you layoff huge numbers, attrition is the least of your worries. Unless you consider “checking the box” to be attrition. Maybe that comment about attrition was addressing supervisor management competency. No attrition? Haha thats a good one boomer.
There is no significant employee attrition at CVX. Just occasional layoffs of people desperate for their jobs.
Referencing 1fij+19zrA8KK, it is generally acknowledged in the strategic HR thought-leader community that supervisors are the LEADING cause of high-value employee attrition and the least equipped to add value ; especially true in the “good ole boy” system. At CVX, outside consultants validate this approach. But the thing to understand is that when consultants like BSG, Accenture et al are engaged, they are hired to validate the opinions of those that retained them, not generate fresh, data -driven or evidence-based approaches. Sad but true. The “new” salary approach is more of the same old thing. I assure you, the group think discussions still occur. CVX’s compensation structure is based on the premise that we are paying you more than you deserve so keep your mouth shut. For some that seems like a good employee value proposition.
Find some real dirt on your boss and use it over and over every time salary action comes up. When you milk your PSG to its maximum, release your boss from your stranglehold, only if he/she gets you promoted to a new position at a higher PSG. Then start the process all over again. Every boss has some dirty laundry they keep under wraps, unless they are a Saint.
OP here. I confirmed what @OP+19zrA8KK said. In workday compensation tab there are 3 numbers for your PSG base page range the middle is 100% CO, the lowest is 80%, and highest is 120% (all rounded to the nearest 100 bucks). Will keep an eye on this for when new salary kicks in (April 1st I believe) to see if it is updated.
The new system is a vast improvement over the old horrible groupthink system. Supervisors know best so let them manage employees.
Sounds like free-form “good ole boy” system. Glad I got out when I did. Hope your boss isnt long in tooth, cynical, verbally abusive and clueless. This just concentrates power and creates additional organizational network value creation bottlenecks. Someday HR leadership will have the bearing and business acumen to remove obstacles, not create them. Sad to see a company with a CHRO and a non-strategic lapdog HR function. The management total rewards model is broken and no longer sustainable in the current and future lower price environment. It starts at the top.
Free form! Boss can adjust raise and CIP at will, within the constraints imposed by her span of control. It works!
I have to say when I received my salary action, it was difficult to understand. How one’s individual performance was tied to CIP calculation or the merit raise is not too transparent. I agree culture is changing and we are not going to see big raises, going forward. The industry is in decline and we are feeling it’s effect. I have felt it personally past 5-6 years. Performance has not been rewarded as much as it used to be. It’s a shame!
Free form salary structure sounds ripe for EEOC complaints.
There is no more CO and no more structure. It is all pretty free form at this point. Your boss sets your pay!
Low is 80%? Some got 75%
They also no longer include percent raise which I thought was funny.
Yeah, they keep saying this new process is more transparent. Either I’m really stupid or this process seems a lot muddier to me than the old one.
my manager said, there is no more co, said it's between you and me. Don't want to be a brown noser. Culture is changing whether you like it or not. There will be an exodus of talent...........
Workday shows the salary range for your PSG. My guess is that the low number is 80%, middle number 100% and last number 120%. Check it on 1st March when the new salary takes effect and you’ll be able to work it out your CO.
If you can figure out what structure was you can back into the new CO as long as you know your old one. I can’t imagine structure would have been very high this year, maybe like 2% or so? If anyone know what structure was please share.