O: 5%
E:4%
vg:2
Below: 0%
10 replies (most recent on top)
Any new news?
OPD was 9% last year. What ended up being inflation.
I have to think that would be adjusted upwards at least 5%, the CP basis.
Just guessing: 3% across the board - inflation.
O-E 5-15%
VG-G 3-8%
All others zerooooo
I would have thought the Leadership Committee would make sure they shared the wealth and upside after the $it few years where we all felt the pain. Alas, I think DWW cares more about metrics and $/OEB so won’t want to increase structural costs so the raises will be bare minimum what they can get away with without another mass exxodus.
Executives will vote big raises for each other and claim profits are from their great leadership and not price of oil.
As if people getting paid over $5000 per hour need more bonus.
@1age+1hZ6zKGt You are forgetting the fact that most people do not want to come work for Exxon. I am hearing from a lot of departments about the tremendous difficulties they are having getting any warm body to accept the job offer. Many positions go unfilled for months and many are just cancelled after sometime. People just don't want to work for Exxon, period. And, whoever comes, it's because he cannot find any other job which is not a good sign. But, this is how things are at Exxon. So, good luck finding all that outstanding talent out there. They won't come. That simple. TG will have to stop NSIng people or there will be nobody to even open the door for The Gods at the HC.
Remember bottom 40% attrition is considered NON-REGRETTABLE attrition. That means XOM can replace you without affecting the business. Plenty of talent out there except in a few very specialized skill areas. ALL PEOPLE less than 30 years old are REPLACEABLE, and we could hire even better (many people from small companies have broad experience)...and did not work on bureaucratic stuff.
No money for raises. It’s all being spent on getting Energy 4 ready for Dallas.
Those estimates below are very optimistic at 10% inflation...
bottom 2 quintiles will not keep up with inflation. middle quintile 1 % above inflation, 2nd quintile 3 % above inflation, top quintile 5% above inflation. This payroll strategy gets low performers to voluntarily quit and it allows payroll to go up less than inflation because people quit and only top 40% get more than inflation raise.
Slow down promotions or down grade jobs (fewer high paid postiiions) and total payroll is not rising at inflation but the product sales (revenue) is tracking inflation...Thus margin is expanding because productivity in risking