Thread regarding ExxonMobil Corp. layoffs

Yep! Got mine today. I got a 15% bump, but that includes a promotion.

Anyone been notified yet?

So…is it true?

I got a 16% raise back in 2018. Decent raises are possible

Anything new or do we need to wait for post it notes?

Does anyone have the breakdown on the bucket interval widths from ranking?
I reckon we can relate an "average" raise to a distribtn using some good ole mean value theorem.

Concept
Bucket/ Width/ Raise Factor
O/D: 5% 2.5
D: 10% 1.5
E: 15% 1.2
VG: 20% 1.0
G: 20% 0.5
NI: 12% 0.00 (repeating of course)
NSI: 8% 0.000

Average = RefVal * SIGMA(weights*width)/100%

So if 8% is average, and 20% is da max (2.5 of average), can we start sketching out this table? Thoughts?

2007 to 2010 had large raises especially for the upstream (approaching 15% when inflation was only 2%). Several years in a row also..

I know everyone is pleasantly surprised, but isn’t 8% really just breaking even (if that)?

CNN - Get ready for bigger paychecks: Record high increases expected in 2023

https://www.cnn.com/2022/11/18/success/salary-raises-2023/index.html

@1gcp+1jL1yozp Thanks. Any info on promotions?

@1cip+1jL1yozp If you were hired before October or November you are eligible for a raise. I can't remember exactly which month.

When I hired on 10+ years ago, in the middle of the year, I did receive a raise Jan 1, even though not ranked yet. Am assuming the same approach is still valid.

Are employees that joined earlier in the year and yet to go through the ranking process eligible for a raise?

@1gcp+1jL1yozp

Hero. Thank you!

….when you relay on a layoff site for actual company information.

Let me try to clarify for everyone. I don’t know why this isn’t posted by HR on the intranet.

• more than 85% will receive at least a 6% merit increase
• Merit increase: 8.8% all of company combined data
• Industry survey says benchmark companies are increasing 8% so we are beating them by 0.8%. You’re welcome. We are very generous no?
• HiPos will beat 8% benchmark while those the company doesn’t care about will receive less so that HiPos can receive more. It’s a Meritocracy bro.
• our 50% salary set to equal 50% salary of benchmark companies. HiPos will be greater than benchmark. LoPos will be less than benchmark.
• Promotion increase: 1.3% all of company combined data
• Some people will receive up to 20.5%. If this is you don’t be too excited as it means your supervisor in the past has been denying your promotions and reducing your raises so don’t feel too happy about it once you consider the time value of money. They took decision making away from supervisors to prevent this for the time being and the computer system beqom now calculates it without any levers for supervisor to adjust in the system.
• 98.8% of eligible employees receive increase
• To be eligible must not be NSI. No raise for NSI.
• Largest program in 15 years (unclear by what metric - someone please ask in one of the remaining sessions and post here)
• To be eligible must not be NSI

Your raise is based on where you are at relative to target salary reference. If your ranking dropped it will be smaller. If your ranking rose it will be larger.

• It is possible for lower ranked employees to receive a higher raise than their higher ranked peer due to previous bullet point
• Upstream raises are the biggest at 8%
• product solutions, GSC, and staff receive 8%
• Benchmarking is against large companies with a long term career focus. Both oil and gas companies and non-oil and gas. A couple of additional companies were added this year. No mention of FANG or Tesla being added.
• Supervisors told that if you aren’t happy with the raise they are bad supervisors who should learn how to better explain that everything is awesome.
• Poll data presented about salary communications unsurprisingly spun to say our salary program is perfect the problem is how supervisors talk to you about it
• For some reason HR is unwilling to hold training sessions with all employees to explain just how awesome it is, choosing instead to scapegoat the supervisors
• During the training session only softball questions were answered by HR leaving any real questions unanswered.
• HR conveniently left very little time for Q&A instead choosing to burn up a bunch of time repeating themselves and having multiple presenters share the same info.
• it was at least 30 minutes into the meeting before the percentages were shared. For some reason they had to spend an inordinate amount of time framing up the numbers before sharing. If it is such a great program the numbers should speak for themselves.
• Employees are able to share their compensation with each other without any repercussions. Supervisors should not share salary of others. I highly encourage you to share salary info with each other. Write it on a post it note. CL, YEE, salary and leave it on your desk in a conspicuous location.

Numbers don’t include RSUs. Just base salary. 3% one time bonus last year also not included.

Does anyone know whether these numbers are in addition to the extended RSUs, or are these total compensation numbers that include the RSUs?

@1suq+1jL1yozp because I don't work in EMPS and haven't added every bloody acronym into my DNA yet. Thanks to the other poster for the help

How do you not know what EMPS is and work here?

Exxonmobil Product Solutions - downstream + chemicals + lubes

What is EMPS? Im lazy and don't feel like wandering around aimlessly on the intranet trying to figure it out.

@1ims The 5% was for upstream/emps the 3.5% was for staff. You don’t add them together for 8.5%.

The comments are a ruse so employees don't quit before year end (and force Mother Exxon to pay out their vacation days....and COVs). The raises will be abysmal, like last year.

Isn’t 5+3.5 = 8.5% ?? Sounds like it’s exactly what we saw for EMPS, i.e. the middle guys?

Does this mean we've hit the headcount target?

Wow these are way beyond P&B guidance of 5% and 3.5% … maybe the company wants to slow attrition finally.

hat contractors getting up to 10% as well

8. 8% merit
9. 3% promotion

@ xrx+1jL1yozp info is correct. NSI receive no raises. Everyone else raise will vary depending on where you are relative to your salary target. If your ranking went down you are likely over target so lower raise. Some people out of NSI but who dropped in ranking will get nothing. 98.8% of non-NSI get raise.

Sweet! Is EM hiring back regretted leavers yet? Just kidding.

Is it really ~10%?

They could give me half the raise if my ranking was better. I know it's not rational, but I can't get over that bullsh-t

…. And just like that, all the lack of management transparency and hot desking isn’t as much of a problem. Money just seems to make everything feel a little less toxic. Right?!

Recommendation: save as much as you can. Max out your 401K and save - save - save. Pay off all debt. If and when the next downturn happens, you’ll be glad to have a cushion and have the financial freedom to leave (if needed, or you are pushed out the door!)

The split down below is fact. I honestly was shocked when I had a prior boss confirm it. It will be interesting to see the splits by category which I'm sure is getting worked the next week or so. It's definitely deserved for all of us

The screenshot I saw said that ~99% of eligible employees receive increase.

Does NSI/NI get any raises?

I’ve seen the screenshots. The post about 8.5% for EMPS is accurate.
Should be getting circulated broadly at this point

U/S average 10.7%? Crock of Sh!t. It's counter to what BoD has been trying to accomplish.

Heard today from someone at the meeting that the messaging was that this is the best salary program in the last 10+ years.

Now what that means to the increases for individuals is still a mystery, but at least the meeting wasn’t a “this is how you deliver bad news” session.

This has been confirmed by a few today:

Merit average increase is as follows:
U/S: 10.7%
EMPS: 8.5%
Staff: 8.3%

No I don't know how this relates to the GBCs or other countries. Just the US
Max possible merit is 20.5%
Promotion adds a flat 5%