Thread regarding ExxonMobil Corp. layoffs

OP, after Darren's layoffs there aren't enough people left in the CL bands to have a distribution so they had to widen the CL bands. That simple. There are extremely few people left, mostly the HiPos. If HR didn't make the CL bands wider many HiPos would've been NSIed. That simple.

We are moving responsibilities that were normally assigned to CL-28/29 to CL-26/27 thus lowering average salaries pushing responsibilities down.

CL-28/29 will be reserved for V.P.'s. It will be rare to see anyone make it to CL-30+ executive ranks going forward.

Even Directors are moving to other companies before they are NSI'd at 08801.

I had someone in my team who was classified as outstanding for 2 or 3 years in a row. Relatively low CL. A popular fellow.
In one of the years he didn’t deliver much. At his assessment I put him somewhere in the middle. HR kept asking me why I did that, even though I had evidence to show from feedback and the supervisor he worked for that, that year, he didn’t do much in the role. It’s all rigged.
I don’t know how he was getting outstanding year after year previously

GLOBAL PROJECTS LNG RANK GRPUP IS CL 23 to cl 29 IN A SINGLE RANK GROUP

BEWARE

Seems pretty simple to me. Our opportunities and pay for people in their 40’s are not competitive so they are using every ranking manipulation possible to prop people up those that they want to retain. All at the cost of opportunities and pay for older workers. Simple.

Ugly this year 2024 on 22 East have a plan , good luck 🍀

Is this really happening this year????????????

Home of the double cross XX

@con
Yes. Technically it is possible to check. However it is not a requirement to distribute nor stewarded. And the times when it is checked at the end of a 10 hour meeting no one has energy to reopen the discussions. While in the middle of the meeting a frequent comment is that more is expected from the higher CL so we should put the lower CL higher. Very subjective and people are not really able to make a relative comparison.

Bottom line it is a flawed approach.

@con+1qOznyBX

HR may claim they are unbiased - but ive seen first hand rank slots flip for no reason. Others have documented it here in past posts too. Its common.

Look at who gets important roles or promotions - it's heavily, obviously biased against the overall demographic.

HR does a statistical test to make make there is no bias by Age, CL, gender, race etc. Basically 29 CL must be distributed across all 5 quintiles...or it shows bias.

You have hit the nail on the head - you cant meaningfully compare a CL23 to a CL29. If you did - most of the 29s would be at the top and the 23s at the bottom just due to experience level.

However since we don't really use merit as a ranking tool anymore - HR can take advantage of the chaos and use it as a selective retention tool. All the lower CLs (which tend to be younger people) get to be ranked high at the expense of older folks who get ranked low and/or pipped.

In the short term it helps retain young employees. However it sends a clear message - as you get older you will be devalued and mistreated just like the late 40s and 50 somethings are now.

For all those who want to go to LCS it was 23/29 global pool. So chaos. Half those who enter will drop like a rock.

And make sure you ask/press since HR/ VP/managers (participating in the group session) try to avoid telling their employees when this is the composition. At least what I experienced last year.