Thread regarding Chevron Corp. layoffs

News Flash: 0% of the Executive echelon will undergo layoffs. (But you already knew this, didn't you?) In fact, all will receive extra bonuses.

Get rid of the CNAP Regioanl IT manager and the other IT Regional managers would be a good start. IT is protectng a bunch of people that should have their jobs elimanted.

So why do they not send all the IT folks from US working in Canada home? Carla & Russell?

Seems they should be sent home to let a Canda person keep a job. Where is the Canda goverment in all this?

#CalgaryLayoffs

Canada is having another cost reduction exercise. To be completed by mid-Feb to help get expats in the ESP. 20% staff reduction. The email was sent out mid day today.

http://www.greatleadershipbydan.com/2012/01/performance-and-potential-matrix-9-box.html

Canada is having another cost reduction exercise. To be completed by mid-Feb to help get expats in the ESP. 20% staff reduction. The email was sent out mid day today.

I think that opening up the option to voluntarily take severance will attract a large group of folks. (What will they do for the volunteers that the company doesn't want to lose? Deferred severance?)

This may offset the number of non-US expats that need to be repatriated. Many of our foreign payrolls fall under very protective labor laws, so layoffs can create more trouble that CVX doesn't want to deal with now.

In the last email from Mary B, two severance packages? What am I missing?

@fsa, the 3x3 Matrix is comprised of nine squares (or boxes) with a vertical and horizontal axis. It is a tool to measure a job candidate's competencies. The box at the lower bottom left end receives the lowest score and the box at the upper right end receives the highest score.

It's not all of CNAEP, Canada is exempt.

Can-a-da! Can-a-da!

What's 3X3?

Given the vast volume of jobs - 15,000 or so? - I would think the selection process will be automated and based on past ranking, 3x3 and perhaps a few other metrics to reflect things like returning to home payroll etc. Default will be to keep current job if still existing, unless algorithm identifies better candidate. Event last week March only to manage positions not filled automatically/conflicts...

@nvi nails it...

So true, @ihg. Sad, but true.

You are correct @nvi. I can also assure you the PDC process will be even more of a sham during this go around. The PDC is only a smoke screen for the appearance of a structured and fair process in placing applicants into job positions. When 15,000 jobs are posted, does anyone really think the process will be fair? Not at all. Believe me when I tell you the musical chairs tune has been playing since last Christmas. Backdoor politics and maneuvering is still going on. When the whistle blows on Feb 18, most candidates will have already been chosen for one job or another for the supposed March PDC. Good luck all. This is the real Chevron Way.

Key words in the last email from the HR Gods hidden behind Mrs Boroughs name: "previous perfomarce" will be one of the considerations for expats ROM. Thus, this is not a simple job switch, it is also a reduction of low performers in addition to the "home coming" ROM games. Feb 18th is the date for the oficial lighting of the torch followed by basic combat instructional sessions in preparation for the bloody GO 400-2 games.

Xkz, you seem to have a clearer picture. What is 3x3? with regard to sending expats to home payroll, are 60% of home payroll opened up worldwide? What is the likely count of folks left standing at the end of the day?

I wonder what the largest volume a PDC has handled in the past? 15,000 seems like a huge number to process using the regular selection method. Plus there is still the risk of losing good people if the all tend to apply for the same clusters of positions.

It will not be automated. Are you kidding?

Seems to me there are two main objectives for the Enterprise ROM:

1. Return as many expats to home payroll as feasible. And yes, this would include sending expats out of US to home payroll to make way for returning US folks, that's why all BU's are asked to open up 60% of their expat positions.

2. Ensure the right people or taken out / the 'right' people are remaining with all these assets being divested in the US (latter jobs may be transitional).

Given the vast volume of jobs - 15,000 or so? - I would think the selection process will be automated and based on past ranking, 3x3 and perhaps a few other metrics to reflect things like returning to home payroll etc. Default will be to keep current job if still existing, unless algorithm identifies better candidate. Event last week March only to manage positions not filled automatically/conflicts...