Another employee with "Meets Expectations" (Jus this year) Concerned.
36 replies (most recent on top)
There is no indication of large layoffs in the oilfield part of Schlumberger at the moment, but there will continue to be pressure to make it a much less enjoyable place to work. The RIR situation is one case in point. By demanding one per week, each employee is turned against every other employee. There is a great pressure to report any action as a major affront to the cause of "safety". The result is that people may allow those near them to do something less safe in order to have something to report. Morale will continue to dwindle, injury rates will not go down and it will be an ever worse place to work.
no pasaran
Hopefully one day I will able to speak up about the bastards
I submitted 2 months ago a career orientation request, and now they laid me off for doing that.
The policy on SETC states you cannot get it if you had 3 consecutive meets expectations; must have at least one A or B in the last 3 years. How contradictory. SLB says the standard is set high and only hires the best, but the best isn't good enough when it comes to SETC. Yet another example where they lie or contradict themselves.
Does one meets expectations kick you out of the SETC scheme? I have exceeds or outstanding rest of the time
SLB is one of the worlds most diverse companies in terms of race and ethnicity and is to be greatly admired and makes the company much stronger for it. I have a few issues with SLB but this is definitely not one of them.
I am the same concerned parent, we belong to one of the 2 categories that I mentioned below. And I am proud of that. This is no good what you guys do there whether English or French. I have nothing but disdain.
Apologies, that was intended to read NO evidence for discrimination etc.etc....
Slb has many flaws, but I have seen evidence of discrimination on the basis of race or gender. They do have a soft spot for frogs but that's probably to be expected. Generally speaking, when good people have been let go, they just got unlucky. Their project or function was targeted for reduction and that was that.
I find it interesting how much people have complained about n+1s and n+2, as I don't believe anyone bothered to ask them. The decisions on where to make reductions were made at a corporate level.
72223 - I am just a concerned parent. If you were me you would ask the same question. Your opinion is noted. Thank you.
72223, what a stupid comment
It may not be only political. I've heard that in one of the segments in Houston TX some English guys terminate American Blacks and Jews at the same time promoting their own folks. Is this true?
Well I signed the reader and already got the severance so I can speak. 8 consecutive A's or B's and still got hit. Was no longer reporting to the same folks though. Agree, it's all political.
My performance evaluation was done post factum. Scoundrels and cowards!
I signed the reader and have to keep my mouth shut. Can only tell that in the office setting in Houston it has little to do with performance. Some not all though of these guys are f***en dirty, I mean it. There is no bell curve or the like. It is much simpler than this - what have you done to be liked or who you know.
Another thing, HR and senior managers lie. If asked about whether they force ratings to be on a bell curve, they will deny it. However I've seen some HR groups make managers go through a very time consuming exercise to get all the ratings to fit a normal distribution and even lower grades for folks who deserved the higher rating. Sometimes I wonder how this company makes any money with all the time spent on stupid BS like this. When forced to lower ratings, I asked HR to show me the policy requiring the bell curve rating system. No such written policy exists however HR forces it. So SLB HR enforces a practice not in accordance with any written policy which is, BTW, quite antiquated. Lots of information about this, just one source here.
http://www.forbes.com/sites/joshbersin/2014/02/19/the-myth-of-the-bell-curve-look-for-the-hyper-performers/
If I got meets expectation and there is nothing negative on my slp3 should I be worried? Ian really new to slb. How do I improve from here
no only after 4 yrs
Does anyone know if you get the full amount of your 401k when you are laid off if you arent fully vested?
they are not managers, they are hr doing their jobs. they get paid for that. the managers are enjoying their weekends after a fruitful and challenging week celebrating their triumphs. in my group everyone got 'exceeds expectation and outstanding' except a couple of poor guys that were laid off because they had no connections.
Of course there are mangers here. Can't tell by the posts?
There are more meets expectations, than exceeds and outstanding. There are also more meets expectations than last year. The outstanding was very much thinned out. HR spent two weeks reviewing all ratings (very unusual) before mangers could perform final interviews/reviews w/ employees.
Any managers here? Does this year have more "meets expectations" than exceeds and outstanding? Another meets expectation here
If exceeds expectations begin to get laid off, the market is really down. I don't see it though. Hopefully not many more "C" people will get the tap
72073, questions to push to ur n+1. U had the chance. All slp3 reviews should be done by yesterday 2/28
what are we saying here then? Will all "Meets Expectations" be let go? I worked my butt off on a project which was a huge stretch goal from the beginning.Still got "Meets Expectation". What can someone like me to get better here. Seems out of my control
N=u, N+1=ur boss. N+2=ur boss's boss
What is an N1 and N2? just wondering. I wasn't with SLB that long before I was laid off. I didn't learn the terms.
The N+1s had compiled the lists, coordinated with N2s, approved by HR. That is all. Why would my life and the welfare of my family depend on my totally incompetent N1? Becuase the N2 likes him? My N1 has just a couple of years' experience in this field and I have 15. all this is a bs.
It's pure much clear that employees that n1s and n2s have decided to keep for different reasons will get exceeds and outstanding. Look at the statistics for the last 3 years and tell me what the percentage of exceeds and outstanding is. Perhaps 35%-40% and 3%, respectively. Now, if you have a group where this percentage now drastically increased for the same or a similar population, then you would know that you must investigate for possible fraud and even forgery.
too many outstanding and exceeds expectations, you wanted to say!
Managers have to justify the ratings for their employees. Ratings are discussed w/ your N+2 before recording in slp3. Your n+2 has a broader perspective of how your colleagues are performing. You are compared to your colleagues across the department, product lines, and centers. Beyond N+2, there is really no other detailed review. HR will question mangers giving to many outstanding ratings.
and nobody asks how they got exceeds and outstanding?
Your comment "just this year" referring to meets expectations is going to be very common for many employees. Most dead weight was unloaded earlier this year. Mngmt had to really pick through with a fine tooth comb. Some had to make very unpleasant decisions and grade performance between employees with only minimal shades of grey from a meets expectations to an exceeds expectations. You've received the scarlet letter my friend.
Yes! Start getting letters of recommendation and taking as much free stuff as possible! You don't have much time!