Now that CNAEP is done with RAE, any insight if management considers it a success? Will the approach of targeting people based on performance and PMP ranking become the new standard for how people are let go? Or was this a "one and done" exercise?
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Well I wa slept go from dwep and never had anything below a 2, but I did f*** my married bosses girlfriend unknowingly. Oh and chevron hr didn't really care when I alerted them about the discrimination before the layoff. It's a joke
I was really surprised to not see certain people go in the RAE. Does me the ranking session is flawed. I suspect they weren't even getting ranked below a 2. New people seemed to be excluded.. (less than 3 years).
By the way, you almost have to break policy to be let go. Or just show up and have coffee. I'm seeing the opposite... Or maybe the same as everyone else -> the wrong people are being let go. Get rid of the dumb arses that waste billions of dollars and get away calling their little projects a success.
RAE worked for the real 2- and 3 types but the trending 2- thing was complete C.S. and undefendable. A manager could rescue his 2- buddy and substitute poor old George or Fred on trending 2-. Complete C.S.
Those that I knew that was let go with the RAE wasn't worth a shit to start off with. You will never improve yourself unless you take accountability. Quit placating your poor work ethic and ineptness on poor managers. They had to make a decision to fire your sorry ass, that is there job.
to the OPs question. If PMP actually worked and rankings really meant something, then yes a standard RAE would work. In my opinion, it should be an annual process. If you get a 3, you should basically be let go on the spot unless there are serious extenuating circumstances. If you are -2 I think you already go into the PIP review process, but it seems to be an ineffective approach. -2 more than twice and you should be gone. We shouldn't have to wait for major financial issues to get rid of low performers.
Everyone posting on this thread is correct. Everyone knows it too. The end result for those who remain with a job after these cuts are over, is MISTRUST. It will take a long time for management to gain trust again. I can also assure you, the culture at Chevron will not be the same after all this. People have posted about the culture at ExxonMobil being "dog eat dog". Well, we too will not be much different.
RAE had NOTHING to do with performance, it was a convenient way to get rid of people under the guise of "poor performance or trending toward a 2-" . That is a load of BS, I never had a bad review, but did have a petty, incompetent supervisor who took this opportunity to score brownie points with management.
RAE, ePMP, CDP are all a form of nepotism. Your work productivity can be grossly misinterpreted by mgmt if they do not like you, or see you as a threat, or if mgmt need to hire their friends or family members. Mgmt agenda is not to build, encourage, or promote their reports if they do not like you. Senior mgmt, OMBUDS, CVX Hotline, HR, EAP, CVX Way, We Lead, policies that say they prevent retaliation are all a BIG joke in this company. Karma is a mitch when it comes back arnd to them, their kids, or friends.
Good question. I think we know the PMP system is broke and you will have all out war in the ranking sessions from here on out. It has been suggested that anything below a 2 will require a probation period. Now WTF that means is anybody's guess.
RAE was bullshit. Your rating was changed and you were included in scope at the last minute if your managers needed your position for someone.