In 2022, we will continue to focus on improving execution and ensuring we invest the time and effort to provide honest and constructive feedback, have quality conversations with our employees, and fully leverage the skills and talents of our workforce. This includes ensuring all employees are aligned on specific work goals, they receive clear and actionable feedback and have clarity on how they are being developed and why.
• We will continue to offer annual training for new supervisors and employees. Refresher training will be offered every 2 years to existing supervisors and employees.
• There are no planned design changes to how we approach performance assessment, and we will maintain our principles of meritocracy (where relative assessment is preferred), performance differentiation, and continuous improvement.
• Criteria for assessing performance, assessment group composition and meeting required performance distribution will remain largely unchanged.
• Based on our experience and considering external practices, the NSI (Needs Significant Improvement) minimum will be adjusted to 5% (from 8%), with some limited exceptions. As is the case today, employees in this performance category will have the opportunity to improve their performance. We expect to maintain this level for sometime and will continue to monitor that it meets our objectives.
9 replies (most recent on top)
I worked for EM for over 10 years. I never received a bad rating, but I saw how bad people are treated. The company does not rate you on how well you do your job assignment rather have large class level groups ranking you against work done by others in different areas. The process is rigged, certain departments are favored over others. If you aren’t in the favored department there is no way to achieve a excellent rating. Run people …
There was an employee that turned in the same (i.e. verbatim) EADS form for 10+ years before they retired. Management never caught on to the fact that the 10+ years of EADS forms were identical. They were proud of their accomplishment at their retirement party. Management does not read the accomplishments of their employees. If they did, this employee would have been NSI'd on Year 2.
Maybe H/R should compare the EADS forms in Career Connect for every employee during the last 3 years and NSI those employees that are just copying previous years accomplishments and claiming the same successes for this year.
Supervisor with mask on, in a large conference room, who never looks you in the eye, while telling you that you fell two levels into NSI bucket is clear communication? Providing no value reason when all IKO was great and Then telling you they can’t provide an improvement plan, until/unless you first ask for PIP is an “actionable plan”?
This is hilarious. This is why, though happily employed elsewhere, I visit this site! Laughter is good!
I could write a book about things I witnessed. Accidental company card useage - repercussion depends on who you are/position. Homophobic slurs - the same. There is no way for a hipo to understand when they don’t EXPERIENCE the other side.
Yes, they took an arbitrary and subjective system…..and decided that adding more ‘employee work’ to the process would make it seem more fair.
It’s like training harder for a race, when you know who the winner is going to be because he’s allowed to take a short-cut.
How about instead of giving us more training on the ranking process you give us some time to complete the process. Who has time to do all the work associated with ranking. Both employees and supervisors don’t have time for this.
It is what it is. Masked layoffs other than the royal azz clowns making up supervisors. Leasders have left already. Dumpster fire in BR
Please run away from this dumpster fire that is Exxonmobil.
Hmm...so already deciding and having a target (5% in this case) set saying min of 5% of people are require to improve their performance is shady practice at best. I mean how can you set the target first and then are looking for heads to fill that target. This is not a meritocracy definitely not performance assessment process. Shame on you XOM mgmt.
Keep the info. coming. This "...the NSI (Needs Significant Improvement) minimum will be adjusted to 5% (from 8%), with some limited exceptions...." basically conformed that the process is nothing but a sham and rigged! I mean a true assessment process that is based on meritocracy will help identify truely laggards. This is so very convenient to say this years quota is to only find and put 5% in NSI. Next year it may be different. So with this approach the mgmt. is deciding skillfully how many people to get rid of first and then nominating those individuals that do not have sponsors or are not hipos and put them to NSI. Rigged rigged rigged! They even said last year that PIP is good for you. Haha! Keep drinking, different color but it is still Koolaid!