Thread regarding Chevron Corp. layoffs

Everything went fast today. All employees with jobs going forward were notified today by email.

Pipe organ music is playing while HR clowns eliminate 600 chairs.

Let the games begin. We've been waiting way too long already.

The Hunger Games start tomorrow, Aug 25.

Job selections at CPL started on Monday this week. Next Wednesday, management will begin informing everyone whether they keep their current job. They will have 2 days to consider the offer or immediately accept the job. This means, for the most part, if your job position was not cut from the new org chart, and you haven't heard anything from your management of a job offer on Wednesday or by Thursday, it means you will likely be laid off. This is because Monday through Wednesday of the following week will be reserved only for job offers to those employees whose job positions were cut from the new org chart or layoff announcements for everyone else. Cold reality, people. Good luck.

The company is run by a bean counter; why would you expect respect for technical risk, well integrity or project execution. Macondo teaches us that relatively minor cost savings or people cuts or insufficient technical qualification can have a existential consequences for a company. Chevron will have its BP moment, because of its incompetently managed layoff procedure. Gorgon , Wheatstone, Angola and Big Foot are the tip of the Iceberg. Stay tuned for industry disasters like Valdez and Piper Alpha in the late 1980s and early 1990s occurred 2 to 3 years after the mass layoffs in 1986.

Monday is August 1. We'll all know by the end of the month what toll the CPL Reorg will exact on us.

Totally agree that a Macondo is in Chevron's future. Risk management is not there, no respect for technical issues.

Chevron has a Macondo in its future. Disruptive layoffs of key personnel will manifest in serious incidents.

@kat, You commented Telisa Toliver once said at a Woman's Conference downtown; "We can't stop hiring, we can't stop recruiting because we've done that before, and we've had to pay for it." I'm not surprised at all she said that, because it's the truth. We're paying for it now! CPL should have stopped hiring and recruiting long ago. That's one main reason we will jettison a lot of valuable and experienced career people during this ROM in August. If that short fatass woman doesn't stop the runaway hiring of more people into our organization, we'll see more age discrimination layoffs happening again shortly. Liberalism and ignorance run deep in Chevron. God help us.

hkq - I've always thought, as you say, a manager's appraisal should be based on subordinate input, by at least half. Not likely to ever happen, so,... the sneakiness and subterfuge shall continue, forever. And, of all the opco's,... CPL, in MY opinion, was always the best one! Imagine, then, what goes on in the rest of the company!

The system is rigged. Several of my coworkers were top notch. They fought for Safety, reliability and cost. They got let go. The behavior of the employees was mild. But they were considered as not being on the "team". My personality is to not rock the boat. In most companies I would be seen as an average employee. At Chevron I am a rock star. All by smiling and agreeing. I will be gone (retirement) in 3 yrs.

"We can't stop hiring, we can't stop recruiting because we've done that before, and we've had to pay for it," Telisa Toliver, senior vice president at Chevron Pipeline Co., told an audience in downtown Houston for the Women's Global Leadership Conference in Energy.

Yes, this is old news in Chevron. This is the basis of how the hierarchy of the top management level build up. The system needed to be changed. 50% contribution of the Performance Review/appraisal of the manager should come the subordinate.

Now you know what everyone else knows.