#promotion

What's the scoop on salary treatments and promotions for 2026? Are they still on? Which countries will have raises?

After years of fighting it, I have finally figured out how to play the game.

It’s actually easy once you know how it works:

1.) Strip yourself of your identity and any sense of self
2.) eGet it through your head: You do not exist to contribute. You exist to serve.
3.) Plaster a smile on your face. “Yes, I’m on board. But, no, I don’t have anything to add.” Always neutral. You’re neither excited or angry.
4.)Leave work. Go about your day.

I’m telling you. This works. It won’t get you a promotion, but it lowers your expectations so you’re not disappointed when (not if) it doesn’t come through.

Congratulations! You are finally free.

Try it for a week and comment back here. Your circumstances did not change but do you feel happier?

Especially knowing that a bunch of my co-workers in the same orgs were silently laid off a couple of months ago for "business decisions". Exemplary leadership making people at the bottom rungs of the ladder do double the work now so we can pay for the leader's promotions.

I thought a number of EVPs transitioned out of USAA and some other leaders were promoted. But the website seems to still have old info. Have the changes not happened yet?

Who has been advancing Penny over and over again during her career? I mean just look at her name. That is way too much alliteration and redundancy. I could never take her seriously because of her silly name when I first met her as an FA. If she wanted to be taken more seriously she should take Mike's last name. Her parents did not do her any favorites. I think her parents may have been first cousins. She is from Tennessee, right?

If you want a promotion here, it’s not about performance, it’s about who you grab lunch with. It didn't take me long to figure out the game is all politics and timing. Plus, the raise is usually so tiny that in the end, it's better to jump ship than wait for some half-hearted bump.

Manager got promoted for the work I did. I took on more scope due to colleagues being CPM’ed. Manager already dismissing my work, likely I will get successful rating with pay increase not even covering inflation. How to expose manager ?

I’ve been working for Nike on and off for about five years now as an ETW. Ironically, with all the recent layoffs, this has actually been the closest thing to career stability I’ve had, especially since the industry I came from is falling apart and jobs are becoming scarcer and more competitive.

Over the years I’ve interviewed for several FTW positions across different departments. Each time I’d make it to the final round, only to see the role go to someone internal, usually another ETW or an FTW already in the department. It’s frustrating because it feels like applying for a job you were never really in the running for.

Lately I’ve noticed a ton of internal promotions popping up, especially in the last couple of weeks, but none of those positions were ever posted publicly. Is it a myth that positions that are essentially promotions have to be open to the public to apply?

The numbers don’t lie. Promos used to be held at no more than 2.5% of staff. This year it’s less than 0.9% for all of foundational services. CTS has 3800+ employees and are getting 34 promos. Assume it won’t be layoffs next, it will be people exiting… quickly

The lists are already up, and as always, if you’re not a group thinker, you’ll be eliminated.

How has everyones reviews gone? Seems a blanket no pay rise/promo/share situation even though its one of the best years we have had which is just disrespectful in my opinion.

Heard there are very limited promotions this year and that HR is making the decisions based on data. No input from supervisors.

getting promotion next month, remote for 5 years, without us no pharmacy!

Big news! I’ve got a meeting with my manager at 8 a.m. Monday, and I can’t wait! I have a feeling she’s going to tell me my AVP promotion has been approved! All my hard work is finally paying off.

Almost every single 40 something CL28 I talk to is being told they have executive potential. DO NOT BELIEVE IT! There will be very few promotions to 29+ especially as the company continues to shrink and offshore jobs to the BTC. The company is luring to you because they need you around a little longer while they ramp up the BTC. It is a LIE to keep you working at ExxonMobil until you are older and have fewer options outside the company. By 2030 the truth will become apparent but by that time it will be too late for you to find another job due to age discrimination. Do not believe their lies and do not delay your exit while you are still young enough to find another job and move on. Even a temporary pay reduction is worth it. In a few years you will be making more especially when considering they are planning below inflation raises for the foreseeable future. #Exxodus

for individual contributor engineers, rumor is that our managers will be entering recommendations for grade bumps by mid-october and promotions will be occurring in november (not sure if early/mid/late in the month). can anyone confirm or add details?

It’s been made clear that some of the pending and recent “promotions” have more to do with loyalty than skill, especially in areas like Data Management and Product. RED FLAG with layoffs coming, because people who question the approach often end up on the wrong lists (look at that orgs perimeter list alone). Best advice: DOCUMENT your work, keep your head down, and be ready in case decisions are made to protect someone’s inner circle instead of the SMEs or high performers, sadly in that org it’s clear your work or having any skills don’t matter.
*** Be prepared to prove it, save everything!

All bah who feel they are being discriminated against for any reason whether it be wfh status, recognition, merit, promotion etc all because of that forced status need to turn this place in to your states EEOC equal opportunity employment commission

Other than the title change, has anyone received a raise with the promotion? Even a small raise on top of a merit raise?

Here comes Kim K to save the brand! Huge shoutout to Ray J. None of this would have been possible without your hard work. IYKYK.

Btw… think back to a year ago… who had a kardashian collab before Caitlin on their bingo card??

Not sure what grows around here.....Senior level roles seem to always be filled with outside hires, promotional opportunities are slim to none. Pay certainly does not grow to keep teammates even with inflation. Benefits shrink like a cheap t-shirt (e.g., 401K match reduction). We are Truist and we are unstoppable, good grief.

Or do they just keep bringing in external hires every time a managerial spot opens up?

I have applied to dozens of jobs for which I am extremely qualified and meet or exceed the desired qualifications. I am consistently turned down and told I’m qualified but “they went with someone else.” Then, I see the exact job req reposted the next day! Are these ghost jobs? I remember when internal candidates were at least granted a conversation with the recruiter! I no longer feel I can achieve my career goals at this company and I’ll be stuck in a dead-end role forever. Anyone else experiencing the same thing? It’s so disheartening.

Having worked for multiple operators and vendors during my career I found T-mobile the place where management favorite dogs are promoted the most and intelligence is generally disregarded. Is this prevalent across organization?

It’s already September, has anyone’s manager said anything about it?

The reward letters are finally available

What is your bonus ipf, raise percentage and / or RSU worth?
Also mention grade, and location and mention both grades if you got a promotion.

I just had a conversation with my new boss after getting the new role, and I’m really enjoying it here at Chevron. I recently got promoted, which has been a huge relief, especially since I’m a new dad, definitely makes life a bit easier. However, my boss did mention that I shouldn’t get too comfortable, as the future of HSE and ETC is uncertain. The organization still seems a bit bloated compared to other companies, and there’s talk that HSE and ETC might eventually be absorbed into Ops or FE, or restructured in some way.

I have my MS, and many of my mentors at Chevron, who have all recently retired, have been advising me to start looking at other opportunities. They’re saying that the HSE and ETC leadership roles, like VP, may disappear. While I’m excited about this new position, I can’t help but wonder whether I should start updating my resume now or wait to see how things play out. I’ve also heard that both of the VPs in these areas don’t have the best reputation internally or externally, so I’ve been cautioned to be careful when I start exploring other options.

Would love to hear thoughts from anyone who’s been in a similar situation or has any advice on how to approach this.

Heard from leadership that there were no director level promotions this time around in GPRS. Can someone confirm?

From what I understand, there's a significant issue at Oracle regarding internal promotions and lateral career mobility. It appears that while many companies facilitate and even encourage employees to move to different roles or departments, Oracle's policies seem to create considerable obstacles. This situation is particularly challenging for highly skilled professionals, including those with strong technical or leadership abilities, who may find themselves stalled in their career progression due to difficult managers or internal politics. Their most viable path for advancement would be to transition to a new position within the company, but that option is reportedly quite restricted.

Is the us upstream, specifically production obviously, the only division where working hard and going above and beyond gets you nowhere and the worthless/lazy employees and contractors that do nothing get rewarded/promoted on whose b*lls they kiss? I wasn’t sure if this was a global plague or not.

So just out of curiosity, if one jumps a PSG will that take into effect in May? Or are you looking at another three years as your current PSG?

And if one jumps from a 20 to a 21 what is used to determine the pay increase?

My apologies I’m still green

Just heard that unless you land a placed positions through the wave 1 or wave 2 selection events at a higher PSG, there will be no promotions this year.

Great news all around. 4 days in office, and no merit based promotions. Really makes things motivating around here.

I think my hard work is finally about to pay off. I have a meeting with my manager this afternoon, and I’m pretty sure he’s going to let me know I’ll be promoted to AVP. Just goes to show—when you put your mind to something, you can achieve anything..

In some cases, the operational decisions made by Oracle directors are completely baffling. They have this pattern of reassigning projects from their U.S. and European employees to offshore teams, which consistently creates major friction.

Initially, our U.S. teams have the clear advantage, but they're quickly outmaneuvered by the sheer size of the offshore teams. This approach severely erodes the trust and confidence employees have in their leadership and their career path. Their contributions are often viewed as ancillary, and they rarely get the proper credit.

It feels like U.S. staff are being brought on board to train offshore teams, only to be deemed expendable once the knowledge transfer is complete. You can see this pattern in meetings: my contributions are significant at the start of a project, but my input gradually diminishes. As a result, I've started to limit my engagement with offshore teams, providing only high-level outlines of the work instead of detailed technical walkthroughs.

Usually H-1b's and Offshore should aid the U.S employees. But it works like snatching the work and more promotions are given to offshore. U.S employees left in limbo.

At CL29 I was cruising - solid rankings, comfortable, life was good. Then I moved to CL30 and suddenly felt like a wart hog in the African savanna with every lion staring me down. Turns out, the grass on the other side isn’t greener - it just comes with more predators. Sometimes the “lower” CLs are the sweet spot. Enjoy them, every level is competitive, but to different degrees.

Just wanted to comment on this for all those yearning for the next CL…

I am 602. I didn't negotiate salary when I joined and I am being paid much lower than my peers even though I am go to person in my project.

If I apply for 603 position, would it increase salary and how much?

when do managers/directors start conversations for which engineers should be promoted to the next pay grade? any details on how this process works? i believe promotions are in july/december and the conversations start in may/october. can anyone confirm and add detail?

"I wrote The Dilbert Principle around the concept that in many cases the least competent, least smart people are promoted, simply because they’re the ones you don't want doing actual work. You want them ordering the doughnuts and yelling at people for not doing their assignments—you know, the easy work. Your heart surgeons and your computer programmers—your smart people—aren't in management. That principle was literally happening everywhere."