The R&A system has been broken as long as I have been at the company. It is id--tic. It is unevenly applied with award sizes all over the place. People split the atom and get nothing. Others present some powerpoint slides and get $1000. And why can't higher PSGs get cash awards? That is so stupid. I can assure you a $500 cash award would be very welcome right up to the exec level. JG would grab it out of your hands faster than a cat.
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Who else has had a good service award? We used to have lavish, boozy lunches for these.
Got a Weber at 10 and love it
Lemme guess… a self-entitled Millennial is the OP here?
I love the globe I got at five years. I got a great watch at 20 and a Tumi bag at 25.
Who gives a cr** about the R&A system. Let’s talk about corporations like CVX delegating their responsibility to properly recognize employees at 5, 10, 15 years service, etc. to OC Tanner and the like. The items offered are beyond meaningless, and it reeks of apathetic Management that cannot be bothered to lift a finger to recognize years of effort. There’s nothing that says “you dedicated 20 years of your life” to a company like a fancy desktop globe.
I always felt the R&A system was so broken, rewarded the wrong people for the wrong reasons and demotivated everyone else as a result. I say scrap it and use the savings to properly compensate the remaining staff.
They should get rid of the program to avoid all these comments. My gosh we are so spoiled compared to others.
Further erosion of benefits while so many better companies are going the opposite direction. How can we perform well while treating staff progressively worse?
@1knu+1f0Ncsyd
False. It is not in the US. It’s not “inaccurate” just because you think it’s not, I LITERALLY talked to HR about it and they confirmed it is no longer added and you can find it on the intranet. 🙄 clearly you don’t get a lot of R&As. I track my paycheck down to the penny and it has not been added since early 2021. Bye
Tax assist is still added. Not sure why people can’t post accurate info.
We are now to the point of complaining about a system designed so any of us can recognize an effort by another. Who cares if it’s not “perfect”?!
We have many opportunities and areas of frustration. This is a stretch to lump in with our challenges at CVX.
The tax gross up was proper. Taking it away is such a sham. Now the award is never what it pretends to be on face value. Rotten system. And the pinnacle of rottenness is the Chairman Award. Every project mentioned in the awards has turned out to be a huge fiasco.
Blah blah blah......
Also did you notice starting last year we stopped getting tax assistance on them. Which is fine if you get your R&A cashed out in the same timeframe that you received it. But I got a very large R&A and the taxes came out before I got the cash award and luckily I’m not paycheck to paycheck but it was a good couple hundred bucks more of taxes that check!
And yes I don’t mind since it’s a gift anyway but I thought it was funny they didn’t tell us the tax assistance was going away
Just look at Lean Sigma to see how easily and shamelessly people will abuse a system for their own benefit. Our BU would call anything lean sigma. Any nickel saved or second of labor was inflated to billions and booked as lean sigma savings. It was utter nonsense.
You should get 1% of the audited money you save the company, uncapped. People would be cutting costs all over the place and nobody would waste time with pointless meetings. The company would get the lion’s share of the cost savings, but individuals would directly profit from treating Chevron like their own business.
I encourage you to do what I do every November - give out those "no-fault" R&A's to my teammates. They do the same for me, we all pocket $500 for just being on the same team.
Unfortunately, the results of the R&A program are arbitrary. To just get nominated for an award, it depends on the "rationale" employed by managers--- is it just your job to reach your accomplishment? Is it the dollar value of the accomplishment or the "degree of difficulty" in achieving success ?
Once a nomination was provided to the R&A Committee (committee of your peers?), you saw inconsistencies in rewarding various applications for the awards.
Good program in theory, but too inconsistently applied.
Executive’s should not be able to get rewards from their direct reports because it just encourages brown nosing.
It is just another nail in the coffin at this stage. My boss got an award but none of us did!!
Its less of a R&A issue but more of a company culture issue.
Everyone is now eligible