HR got another one. They are trying to convince her to stay and get a roll and promotion in PDC. This one was a favorite.
I know 3 more that are giving Chevron one last PDC. They are all being very telling to their PDRs as these are all quiet individuals that are extremely good. Wake up HR management....your best people are walking out the door while you keep the complainers.
HR PDRs are terrible and the Sponsor only serves as window dressing. In other functions the Sponsor challenges the PDRs but in HR the Sponsor is a yes man or woman. There are only a couple of “good” roles this PDC - lets see who gets those. My prediction is they will be former HRDPs.
I don’t think the PDC’s are a ruse but they definitely aren’t somewhere the individual contributor will ever get a promotion to leadership (that isn’t decided well in advance). Lateral moves sure. What these last few years have taught me is that the individual contributor position in Chevron is built on a lie and that lie is the Career Development Plan. As someone mentioned on another thread, Chevron will string you along for as long as you let them. The CDP is, to use your words, a ruse. It is not worth the paper it could be printed on. I’m not sure if all functions use a CDP but Chevron has completely mastered the art of getting people to deceive themselves into thinking in another year you’ll get to post for the role you want or you’ll get a shot at a team lead role in another BU. What are some tell tale signs you are being deceived? Well, if you get to meet with you PDR or sponsor and you express interest in a role and you get a line about how they don’t feel like your experience doesn’t quite make you ready and your next role should be X which should prepare you to post for the role you want in 2-3 years. You take the consolation role and 2-3 years pass and the role you want isn’t open, so you go for another role which doesn’t advance your career but it’s something different right? Wrong. You just got played for 3 years. Meanwhile, the person in the role was promoted about 2 moves above their PSG (more later) or they came from another function and don’t know the first thing about that division of the company (Midstream got an Advisor who was a Wells engineer). Ask yourself how a Wells engineer has the technical knowledge to become an Advisor in Midstream? Chevron should grow a pair and start having difficult conversations with people. If Chevron doesn’t want someone to move into a team lead role or a particular position, then tell them. Allow them to accept their fate or move on from the company. Don’t waste 10 years in this company getting strung along. If you got ambition but aren’t getting any traction, regardless of what function you work in, my advice is to get out.
And with regard to people getting over promoted. In my time with this company I’ve seen people put in roles (that were on my CDP) for which they had no experience only to be literally told by the sponsor that I didn’t have the experience to post for the role. Needless to say as a experienced hire I was doing this role prior to Chevron. With over 10 years with the company I have the following conclusion on that - when they want someone in a role experience doesn’t matter but if you are someone they don’t want in the role then experience is all they will talk about.
Take control of your career. If you are getting strung along my advice is to get out and build a network outside this company. Nothing will change.
re the hrdps: chevron has in the past been last of the companies to go to campus (shocker) and therefore are getting the bottom of the barrel from the hr programs. so the people they are selecting for their hr development program are even worse than we already know them to be. think about that as you see that over half of the 24 and aboves in hr are hrdp alums.
They may as well just stop pretending to care about employee development. They certainly shouldn’t be telling employees that there is opportunity to grow and develop in the function. Clearly their actions are not matching their false promises. PDCs are a ruse for continually promoting the few pets of the function. Stay if you care about your pension - but if you truly want to experience career development, you will not get it in HR at Chevron. Just ask those who have left.
The PDC process is flawed and ridden with office politics , side deals , bias and favoritism. Turns into popularity contest and how good your PDR is . HR leadership could care less about the attrition as they are just focused on themselves and keep promoting people like them . They will offshore jobs to Manila/BA, hire more HRDPs or low psg employees from other functions or admin ranks . It’s plug and play. If you want to leave do it and don’t look back like the recent wave has .
JS is TP 2.0. White male that moved way too fast and can't cut it. He will be demoted eventually and hidden in the organization after numerous fails. Meanwhile we will all be asked to take a lateral job so they can evaluate our skills and progress. When we do get promoted, we cant celebrate because its 3 years over due.
@1nxg - spot on!
It's the by product of the PDC Recycling Program, that nepotism based.
I really hope that is not true. My manager has put me up for a promo 2 years in a row and there was no budget for it.
Sounds eerily familiar to the methods of a smaller company newly acquired by Chevron….
I see, so the 2.5% of promos in transformation were those promos from 24 to 25. Whilst they conveniently eliminated or downgraded the existing psg 24 jobs in transformation. Well played, HR. Well played.
I heard that exact same rumor. They will hold us back as long as possible. Problem for Chevron is the external market wants and needs top HR talent. If your mobile, the opportunities are there for the taking.
There will be very few promotions. During transformation they had the budget and ability to promote 5% of the workforce. They only promoted 2.2%. HR was the only organization in Chevron that did not reach or exceed the target for promotions. Managers are celebrating that they are not promoting and their direct reports are still with Chevron. Expect a lot of unhappy people and many more individuals self selecting out.
@1nxg so on point.
will be eager to see who gets selected this pdc. also doing promos. there will be some disappointed people i am sure of it.
wonder who the latest resignation is.
The problem with HR at chevron is that they have the wrong people in positions. The better you are the more invaluable you become to the organization. They will not promote you or let you leave. The mediocre and connected people move up and they think its because they are just that good.
A great example of this is JS. He is wonderful to work with but he is in way over his head. I can think of 15 22-24s that are equally great to work with that run circles around him. How could he possibly be a 27 or 28, when we have 22s and 23s that are better walking out the door? Give him a basic HRBP role and see if he can hack it.
Because they need to pay people to deal with your horrible attitude.
Ain’t that the truth😊
Because they need to pay people to deal with your horrible attitude.
Why do we pay HR people like they are petrotech. WTF this is why this company is a dumpster fire.
The fact that there is anyone >PSG 21 in HR is madness. This isn't a function that requires much cognitive thought or even experience. Outsource the function and save CVX $$B
Is this potential leaver a former HRDP? Must be if she is a favorite.
My PDR told me not to bother applying in PDC. Top 5 jobs are already slated, which makes me wonder about the person that is threatening to quit. Did she bump someone or was she already slotted? I have a job that I love that would be highly sought-after, why open up and make myself a contingent target.
HR Management doesn’t care. They only care what their biz leaders think about them. When things go wrong they will blame the lower PSG people in their organization (the 21-23s who didn’t quit). Only difference is HR service will get worse since all if the “do’ers” are leaving for greener pastures.
PDC is going to be terrible. Get ready to be sold a lateral position in a different organization as a leaning forward development opportunity. Chevron does not need anymore 24-28s in HR. They need to stop hiring consultants and keep the workers working. The 24-27s cannot handle the work load of most BPs (thats why most don't have any experience being an HRBP or have less than 2 years).
Expect promotions to occur 2-3 years later than normal/what we expect. Expect 2 or 3 roles per PSG 19-23 or 4-7 years per PSG no matter how good you are.
I think that concensus is that there are only two HR PSG 26+ that are good to work with/for. All the others bullied there way into those jobs or is a white male.
There will be a lot more turnover in the coming year. Too many low performers got saved during transformation and juggling people between 21-23 and 24-25 does not keep ambitious people happy.
The HR mgrs here are either rude or completely clueless or both. We also would avoid the HR Mgr and our President only tolerated her to appease his boss.
They kept you and your are complainer. P-t-kettle, kettle-p-t.
You are not wrong though. You have to be a complete B to move up in HR. Our BU skips the HR manager because our BP is so much better and pleasant to work with.