Compensation Comparator groups

So we are coming to year end again and we’ll soon hear our measly salary increments. This is how it will work. HR will for: the comparator group. They will pick companies that we don’t compete with and know that we pay more which will form the bottom of the group. Then they will include a couple of other companies like shell, bp and then slot us in too and then we will be P50. Pay more than non competitors and pay less than shell, BP, etc.

But how many folks are we losing to Shell, BP. Aren’t Amazon, Bain etc the competitors for talent. Come on TG.., your draining the talent pool and this will hurt EM long term.

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Ah yes , nothing is more professional than being forced thru the meat grinder of the assessment formalized process all year only to be rewarded with your pay increase (if any) scribbled on a post it note.
Supervisors- are you trained to do this or is this “the way it’s always been done”?

Hahaha….sticky notes. You are so right. I never thought about this!

Can’t wait for the asinine ritual of giving us handwritten salary on little sticky notes. Utterly stupid practice.

You mean they can’t print it like the rest of the world? Goes back to treating the us like a bunch of children.

EMIT’s comparator groups will be Infosys, HCL, Wipro, TCS, etc.

They'll do the same thing they do with individual ranking - give you the arbitrary number they wanted to then come up with some BS to justify it on the backend.

10 to 20% regular employees sounds about right for a US based company. All other activities should be "pay as you go" contract services from Managed Service Providers (MSP's) and low cost Global Support Centers (GSC).

Most of our upstream, refinery and chemical plants have 20 to 30% contract employees that can be let go at a moments notice in an economic downturn.

Going to be hard to pick lower paying companies when we have engineers leaving for Lyondell getting pay raises.

Execs should be counted in the 80 to 90 percent not critical.

Need to stop giving Execs multi million dollar bonuses when our stock is simply reacting to the price of oil.

EM needs to replace reserves and grow the company but our Execs focus on WE3 when we have excess office space. That is a special kind of genius.

XOM has no vision beyond 2027 when Woods is projected to retire. The transition is accerating (compare XOM energy outlook projections y-o-y). If the org is short on people, they will contract with firms to support the business. Management believes that only 10-20% of the corp is critical. The rest are interchangeable (employees or contacted companies). That is the brutal truth. Everyone must decide their own fate!

Thread regarding ExxonMobil Corp. layoffs

Compensation Comparator groups

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