Does anyone have insight into YEE-related career milestones?
CL promotion eligibility by YEE for different levels and assessment groups for MPTs (starting from CL22 or CL23 in the US, for example)?
YEE when they start to drop potential if you’re not getting the right roles?
I believe in EMIT the advancement guide only goes up to 26 (based on recent talent management presentations), so people in IT should think about their long term career prospects accordingly.
@1rxy+1b4xe5vL That is nice!
Interesting thread. With all this “XOM
meritocracy” where the cream rises to the top, why does the company suck at delivering results and value.
Let alone other industries, even compared to other oil majors, XOM is PIP.
Below CL 26, Potential is usually stated as plus 3 levels for middle and high ranked. (no reason to be specific at this point because they will jump to CL 26 quickly with promotion every 2 years and then they can be given formal potential once ranked with higher level people. From CL26+, potential is a specific number like CL 32, 34 or 36+. If you are in bottom quintile, your potential is zero or 1 level higher. Hipos are usually top quntile. I have never seen a hipo ranked in second quintile. Advancement guides in upstream to CL 28 can take 20 years for medium ranked performers. I know many who achieved CL 28 in 10 years (age 30 to 32). Potential generally determines what types of jobs you will be given and whether you are allowed to develop across multiple companies/job roles...IE Broaden out because they are targeting you for general management. Minorities/women get "special treatment and development" because XOM needs more diversity in senior roles. Also I know many people who had CL34 potential but only got to CL 29-Many flame-out or sc--w up or want off the management track. Work-life balance does not exist for CL 34+. It is WORK_WORK_WORK with TRAVEL_TRAVEL_TRAVEL. Lot's of DIVORCE_DIVORCE_DIVORCE. Spouse gets the house, kids and half your savings plan/RSU and you get to pay for college.
The answer to this question depends on where you live and what kind of role you have. I'll give you a general answer that applies to most engineers and similar professionals. This answer does not apply to others.
For most parts of EM promotion of professional non-managers is determined by an Advancement Guide based on YEE and assessment. Each organization has a guide for each country. This is done to try and set a competitive pay level in each country. As a result, a VG performer in Chemicals in the UK might get promoted at a different YEE than a a VG performer in a different organization or different country.
Managers And some staff positions are handled differently. Most management positions have a CL range like 26-27 or 27-28. Getting promoted above the range requires getting moved to a higher level of management.
The exec levels are CL 30+ so most people retire below that level. To give yourself a good rule of thumb, assume that a VG engineer, or Department Head will retire around CL 28. To get to exec levels (30+) you need to be a Chief, exec manager, or exec staff. Again, as a rule of thumb, most execs report to a VP, regional director, large site manager (or above). So look at your organization. If you think you are going to be reporting to a VP or above when you retire assume you retire at CL 31. If you think your retirement job reports below VP then assume you retire at about CL 28. Use this to estimate the number of promotions until you retire.
YEE-T
Being a HiPo is different from being ranked high. If you are a HiPo a manager or executive within the organization will have taken notice of you and become your sponsor. Don’t confuse being ranked well with being identified as someone on the fast track. They aren’t the same. If a high level manager or executive hasn’t become your sponsor and isn’t talking to you you aren’t one of the chosen few.
A lot of what is on here is bunk. Maybe 1-2% of employees follow this rule. The 50-75 percentile employee usually retires somewhere between a 28 and 33 I suspect. Those are people who have been better than average performers their whole career.
@vmc+1b4xe5vL the first CL jump is automatic
If you do not jump CL every 2-3 years, please go find another job as you are labelled as a mediocre worker, do not expect more than trading your hours for a wage. First CL jump for fresh graduate is given within 18 months.
@tut+1b4xe5vL I work in EMIT there is absolutely a drop in potential after a certain age. It’s severely constrained by the number of positions available at higher CLs compared to number of people with the potential to attain higher CLs.
You’re talking about advancement guides - there is no drop in potential if you’re not getting “the right roles” by a certain YEE, rather your potential determines the right roles. CL advancement depends on YEE and RG.
I also remembered someone told me that earlier in your career, your age should match your CL (i.e. when you are 24, you should be CL 24.......when 26, you should be CL 26)
Based on the people that voluntarily leave at around 15 years of service, I believe they do something around that mark. Also I’ve heard the “CL 30 before age 40” rule for people before they get dropped out of Exec Potential.