Thread regarding ExxonMobil Corp. layoffs

Unfortunately, when the broadsword of cuts/PiPs/etc. is used, those in lower CLs but higher salaries are first to go. They couldn't have earned it.

Lots of people don't know the meaning of the german term 'Schmuck.'
The general understanding is dumb or $tupid.
It's actually based on the load of Medals on an Officer's shoulders.
So not really many schmucks, but that's what it is.

@2bii+19lC13qI the definition of “fully qualified” is not the same across functions either. An Engineer might be 28, a Geo might be 27, and EMIT is a 26.

I don’t know I have seen many 35 yr old CL30s (execs). That’s like 0.05% of the population.

It feels like so many people in this company feel hurt by only being slightly better than average.

Companies can add or take away rungs on the ladder, but the number of rungs doesn’t really matter. What EM calls 6 promotions to get from CL 22 to CL 28, maybe Joe Oil breaks into 18 promotions, so he gives 3 tiny promotions in terms of salary and competitive skill sets vs 1 for EM. Maybe more but smaller promotions make some people happier, but in the end it makes no difference. I suspect his workforce would complain that their promotions aren’t anywhere nearly as large as EM’s, so there you go, can’t win.

Most companies layout skills, accomplishments, knowledge, breadth and depth of experience, recognition among industry peers, etc. that they feel a “fully qualified professional” would attain, and assign a CL to that. For EM, let’s say that is CL 28. They then create a series of steps or levels to measure progress against those and break these into different CLs which culminate at CL 28. It’s that simple and arbitrary. Like mentioned below, CLs don’t mean much in terms of salary, as a highly ranked CL 25 can make more than a poorly ranked CL 27. Many, many people stay at a given CL for years and years as they approach either their final potential or the qualifications for that next CL.

@1hsu+19lC13qI This is going to vary “bigly” from business line to business line - some areas simply have many more high CL positions than others.

I topped out at CL29 when I finally retired at 64. But I never really cared. My salary exceeded 300k + benefits and I rotated so I only worked every another month. It was all good . I never needed more than that

Man that last posts makes me feel deceived a bit. Not trying to compare to the broader situation going on but I have been with the company nearly 11 years (35 years old) and been told I was in top quin each rank cycle and am "only" a CL26.

Again not trying to compare to the broader situation of what is going on but if the post below is true regarding being able to be a cl28 by 30-32 years old just adds more to the lack of trust to what I have been told all these years.

High performers (top quintile) can get to CL 28 by age 30-32 and CL 30 by 35. Low performers are not promoted at all. Mid ranke will promoted every 3 to 5 years over career with mid performers ending career at CL 27-29. About 1 out of 5 hired will make it to executive CL, 2 out of 5 will quit/fired/PIP layoff, remaining will get to CL27 to 29. You should pray for low performers because it keeps the rest moving up

Sometimes it does seem the math doesn't add as well...a friend and coworker of mine got some specific access to his numbers....he started with the company as a CL 23 out of school. Got the auto bump to a CL24 a year and a half later then CL25 at the start of his 6th year. Moved to a CL26 in his 8th year and has been there for 3 years now.

The part that is confusing is that he has been top quin ranked every year but he is now 35 years old with a potential of CL38. Even with the understanding you never get to your potential it seems unlikely he would even get close given how many bumps he would need and the fact that promotions will heavily slow down by late 40s. Do they just put a lot of people in those high CL potentials and then just adjust it back down way later?

I joined some 20 years ago as a 24 (experienced hire).
took 4 years to 25.
then 6 years to 26.
Finally, in 2018 - after my surgery - got to 27.
Some say that was a rapid advance.
But that nose-extension surgery was the best career move ever.
3 inches. still healing.

At most O&G majors, a successful technical career ladder will provide about 6 promotions over 30+ years. If you start at CL 22, you can obtain CL 28 if you keep your ranking at a decent level. The first 3 come pretty quick. It may take 10-12 years to get that last bump. Different story on managerial ladder, with more advancement opportunities IF you can keep ranking in upper third. Getting into CL 30 exec group is a lifetime achievement for many managers. If you are among the best, a project exec can get to CL 32/33, and VPs start at about CL 34. But, lots of execs will stay at a given CL for 15 years or more, and many flame out and drop out of exec group altogether.

Where do you expect to be by retirement...CL 30? Now divide across a 30 year career. ...that’s what? 4 years per CL about? I don’t think it is any harder or mysterious than that....except maybe guessing what potential you were assessed at.

5 year employee, top third ranking every single year, 28 years old, CL 24 for almost my whole time here. Was told that the earliest I would be able to get to CL 25 was at 32 years old unless I became a supervisor. That's when I started applying for other jobs...

This is true at any company. Quite often you will find new hires making more than those with 5 years at the company. The message is that once the get you in the door there's no incentive to work hard to keep you. The starting salaries rise higher than 2%/ year you're lucky to get as a col adjustment.

I haven't had an "actual" raise in years. I just move companies and get 20 to 30% each time.

The only way to regain ground on your career earnings is to switch companies every so often reclaim your lost earnings.

The problem is you will never get back on the original trajectory of salary increases. The loss to lifetime earnings and salary increase is permanent. While raises and CL increase may return eventually you aren’t going to get a big increase to make up for this lost time. Saw it in the past where new hires were making more than people who had been with the company for longer.

For a top performer it could have been just 2 years, a top third performer 3 years. At least until CL 26. Then it slows a bit. Agree with OP that if we are going to loose couple of promotion cycles then we are going to simply loose competitiveness against other employers and it just gonna create a salary gap that hardly would be filled.