Here is what I don’t get with this new system:
There are 5 buckets. 5! How can supervisors still hide behind the “We think you are Outstanding but the organization just thinks you are Good” message. Seriously!?!
Someone here has to be able to explain this to me. Are Supervisors still being surprised by merged rank results? Or are our Supervisors still failing to deliver consistent messages to employees through the work year?
With the bottom 20% gone. There must be a NEW bottom 20%. By definition almost everyone droops down. The good news is that now everyone is one a lower salary curve and eligible for a smaller pay raise. Many of you will not get "big" pay raises unless you are promoted. This same process played out over 3 or 4 years between 1986 and 1990 and from 1997 to 2002. If you think you are under paid or mis-ranked, go look for a job and test your market value. The market is the ultimate discipline for XOM which forces the company to pay "fair value" . in 2006-2008, attrition and competitor surveys showed upstream under paid (high attrition confirmed this, so salary curves were adjusted upward. Also next year after 8% PIP this year, another batch of people will drop down. This process automatically helps reduce payroll OPEX. Ranking is about PAY and BUDGET, and identifying future leaders who need development.
Very corrupt in Annandale, if your RE times up !
Most supervisors are so clueless, pretty boys and girls, that they have unrealistic expectations. Case in point, the supervisor that posted that half of his people stayed where he expected and the other half dropped. Interesting, none moved up! It is clear that this person (as many of his peers) overestimated the ability of his people so they had to move down. Not everybody can be above average! Of course this person - the supervisor- should be immediately go to NI because - obviously - their judgement needs improvement.
In any case, ending one bucket lower than what your supervisor thinks you should be is normal. Three buckets is not. That supervisor is lying.
To be clear, for the new folks, supervisors were habitually lying even pre-2019, with the numerical ranking.
Please don't cru$ify the lower level SPVs.
Perhaps they signed up for that thinking they'd climb that management ladder to the bigger money and more lackard ops.
But that is not what they got - any more than you get what you expect in EM.
At least you, the underling and perhaps NSI didn't willingly chip away at your $oul.
You can move on - chastened and more aware.
They will remain EMpathetic.
Musical chairs.
We will all be NSI at some point.
@oit+1caeYTtC it’s always been a forced distribution, but the only way someone is getting assessed multiple categories worse than they were originally told is if their supervisor lied. The assessment categories are intended to remove some of the “you’re in the middle” comments that supervisors used to be able to hide behind.
The new system is in practice worse than the old because the corporation has turned it into a layoff vehicle. There is still forced distribution in that only so many people can be in each category. Combine that with the mandatory 8% in NSI and you have this ugly system where Supervisors position their people for one bucket and they end up lower. I represented 14 people and it was 50/50. 7 stayed where I positioned them and 7 fell one bucket.
Supervisors and Managers are lying. It's a forced distribution now, someone has to end up in the bottom and they will tell you anything to justify 'why' you ended up there. Most likely reason if you are actually good at your job is that the powerful voices in the ranking meeting didn't think you were worthy of it. That's the honest truth.
This is no longer a company where hard work pays off, you need to cheat, lie and suck-up in order to get ahead.
Please explain.
@ @mub+1caeYTtC
Not anymore. All has changed.
There should not be that much movement from local to merged results, typically it’s as assessed or 1 bucket lower, and occasionally 1 bucket higher.