Seems we’d have more success and better buy in on performance, culture and vision if everyone received even a small amount of stock as part of comp. As a relatively newer employee I wonder why this was never done for all? Being a global enterprise maybe. One team with a vested interest.
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Wait....did CIP go away?
Maybe the pension converts moving forward to 50/50 cash stock blend. That might be interesting and add more ownership to everyone’s bottom line. Perhaps save the company some cash too.
It's an interesting thought. Independents offer RSUs in lieu of pension accrual.
Would employees be happy to forgo (further accrual to) their pensions in order to gain access to Chevron RSUs?
@OP. Would you agree if they reduce your base and give you stocks in lieu? That is what many other companies have....lower base and then variable compensation. Of course we all want more money, but adding it on top will not happen.
@wot. what nonsense are you saying? why would Chevron change the match because CVX stock is increasing in value? is not like Chevron is the one paying for the growth. Chevron just gave you the 8% of your pay in stocks at the price of the day. They could care less if they gave it to you in stock, cash or candies, it is the same $s
The 401k match used to be in CVX stock, but the growth was so atrocious they changed the process to the match we have today.
It’s absolutely maddening that RSUs, which should be awarded based on merit and real performance, are instead handed out like entitlements to the networkers and political players. The logic is simple: PSG 26s and above, and the third of PSG 23-25 who receive RSUs, should be the top performers—leading by example, rewarding actual results, and holding poor performers accountable. But instead, we see favoritism and mediocrity being rewarded, with real high performers getting sidelined. This isn’t a meritocracy—it’s corporate nonsense at its worst. If performance isn’t the basis for rewards, then what’s the point?