Can someone help me understand the purpose of using the “expects more”, “meets expectations” and “exceeds expectations” rating scheme? Are these ever actually used for promotions or layoff decisions?
I’m lost on what exactly I need to rank to succeed and not get laid off should that time come.
PMP is just a hollywood show
Where are these rankings of 1s and 2s? Who gets ranked and where are the scores?
"...I’m lost on what exactly I need to rank to succeed and not get laid off should that time come."
Chevron has long been a 'strive for mediocrity' company. If you're not a high-p-t (they all know who they are), you'll never get that 'rank to succeed', so don't worry about that. Instead, lower your expectations, be happy with that '2', don't make any waves, nod in agreement at whatever your manager says, quietly take all the HR mandatory training, don't volunteer for anything unless your manager is there also, and come up with whatever answers your boss wants to hear. That's the secret formula for all the non-high-pots who make it 20+ years with Chevron. If you don't believe me, just look around.
I've received promotions after getting a "2", "2+" and "1" PMP rating.
I think we spend too much time in ranking our employees. I'd prefer the (very few times) detailed job performance feedback more than the ranking
Management is typically given a layoff % target to meet or beat. They will allow supervisors to select lowest performers, regardless of anything else. New hires are given the benefit of the doubt unless they are clearly horrible, which sometimes happens.
Who did they typically aim for first in the layoffs? Just curious..
Would they aim for new hires first or do they generally go after people 5+ years in with a high salary?
MW has completed his first sweeping wave of layoffs and the new org has been in place about year. Now, he's going to look for more levers to boost performance. RTW is the first lever, but it won't deliver much. There are not many good options. The transitions team is a drain on the business performance. More large asset sales and layoffs will be required in 2022 to keep the stock story juicy. Unfortunately, the market won't care as more large funds liquidate all their carbon-intensive stocks. We will continue running just to stay in place.
Many are saying more layoffs are expected. Where are they getting that information? Also, why are you concerned? If you’re doing your job and doing it well, you should have no concerns. If you’re not, we’ll, you have good reasons to be concerned. Just do your job…
Managements Expects More layoffs.
its all subjective
boils down to supervisor/mgmt perception or preference
Classic!
If you want the definition of a Valuable Contributor (who abruptly retired rather unexpectedly under unusual circumstances), read below...
The World Affairs Council of Greater Houston is proud to announce that Jeff Shellebarger, President of Chevron North America Exploration and Production Co., is being recognized as its 2019 International Citizen of the Year. Mr. Shellebarger will be presented this award at the 21st Annual Jesse H. Jones Award Luncheon on April 17th at The Post Oak Hotel in Houston, Texas. "Jeff has enhanced our international city through his enormous contributions during his time with Chevron. He is a remarkable leader and valuable contributor to Houston's success," said Maryanne Maldonado, CEO of the World Affairs Council of Greater Houston.
Most of these responses are off base. I’m not sure anyone commenting is actually a Supervsior or even works at Chevron. First of all there is no “meets expectations”, it’s called Valuable Contributor. Have a chat with your supervisor or another one that you trust.
It’s all where the dart lands!
@nmq it's a terrible way to judge performance.
Case 1: the supervisor has low expectations and the employee delivers mediocre results --> exceeds expectations
Case 2: the supervisor has high expectations and the employee falls short --> expects more
The grammar of those ratings when they were rolled out was an immediate indication of the appalling poor quality of the system.
Help me out here -
Marvalous Martha's job performance "exceeds expectations" of her supervisor.
Average Joe's job performance "meets expectations" of his supervisor.
Stupid Sam's job performance "expects more" of his supervisor.
WtheactualF?
If you get too many expects more you can expect a layoff package. In 2016 ratings were definitely used for layoffs. In 2020, the package was so fabulous that most were voluntary.
OP, you need to find a trusted Supervisor, if not your own, and discuss CL level criteria and PM criteria…two separate things. CL relates to WHAT you achieve, and PM criteria is HOW you achieve it. Neither one helps or hurts you that much in a layoff event, unless you’ve been consistently underperforming.
OP.... fgy+1eeQQTOo jbj+1eeQQTOo are correct. You are at the mercy of the Chevron silliness. It is not what you know, it is who you know. I have a friend at Chevron that was a hi-p-t. The people who identify this person has either retired or were forced out via the 2020 layoff.... is this person still a hi-p-t? No....
"Are these ever actually used for promotions or layoff decisions?"
Realistically, no. Promotions are pre-determined based on your high-p-t status (or lack thereof). Layoffs are determined by a) the BU you're working in ('wrong place, wrong time', and 'last in, first out' syndromes), and b) whether your boss likes you or not. In Chevron, sadly neither promotions nor layoffs are based on your actual job performance.
It’s sad that many people believe that they are “exceeds expectations” (cluster 1) on every category, every year. Really???? Those who complain the most are typically the average or less than average employees. Look around at your peers…. Are you really out performing them, and adding value for the company?
I realize many work tremendously hard and deserve the extra recognition. But for others, myself included, let’s focus on working as hard as we can for the compensation we are given. If not satisfied, go find a different place to work that will bring you satisfaction.
Those PMP wordings mean whatever your boss and HR want them to mean. They are no reflection at all of your work or competence. @jbj is right, only high-pots get the top ratings, only the inept (or enemies of their boss or HR) get the lowest ratings, the rest are put into a random-number generator for the various "average" ratings. I remember in the old system being told for several years by my boss (who I respected as a competent individual) that I was 'average, but a strong average'. Whatever that means.
Those ratings mean nothing. It has already been decided who the hi-pots are. If they haven't told you then you're not one of them. I saved my money and planned for the time when down turns occur in this industry. The timing wasn't perfect but planning cushioned the blow. I'm glad to be out of the BS and I'm enjoying my retirement.