This is my 1st re-org at Chevron. Who will be deciding my fate? Is it my boss? Or is it the PDRs?
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Bs doesn’t know
@bs who is it that you think works from home all the time outside of Mondays and Fridays?
Hopefully they start with the work from home crowd.
No idea but it won't be competence, efficacy, capacity, success or self respect and integrity. Certainly not in the ABU at least.
Your current PDRs might not even have jobs.
The people selecting you will be the new leaders to be announced soon
For IT, It will probably a bit different this time than before since LC is an outsider.
After his verbal meetings... he mentioned these 2 systems multiple times:
- Workday (Job History)
- Skills Insights
I would imagine they will cull and also keep the "low hanging fruits" - Non Technical dead weight vs. the extreme technical senior leaders (i.e., the Distinguished Engineers, technical thought leaders, etc.)
These Senior Folks they will help in selecting the next lower level...
Imagine this. You get a call from India. “Hello, my name is Bob and I am your PDR.”
Based on 2015 and 2020, Its impossible to say exactly what will happen. Its very situational. The guidelines on how many to cut and where come from from higher management. In some cases, the boss is told who is going to be cut and his input ignored. Getting great reviews from your boss may not matter.
Have you ever watched the movie, The Wizard of Oz? The wizard presents himself as the almighty and he should be glorified. The reality is they are just mere mortals at the top of the management chain that are making the decision. They will pr--k their friends before skills / competency and the evidence of that is the mismanagement that Chevron has experienced in recent years.
Look at the projects that have half a dozen managers at the meetings watching PowerPoint slides and patting each other on the back for their success. It is rare you see a project Return on Capital Employed (ROCE) reach a business directive of >10+%. This is one of the reasons the company is restructuring, they need to glean out the middle management to create a new mindset. The current middle managers are so fixed on how to success at their jobs they cannot progress the company into success.
You can have a competent hardworking petrotech, whose skills did not atrophy and was willing to say yes to what most would not, get unlucky to have the selection rep be buddies (golfing buddies, hunting buddies, high school buddies, whatever) with someone who wants that job, and then that petrotech is SOL.
First thing to be aware of is not all positions will be funded to remain in the USA. That is the objective of this reorg. So if your current job is not funded to remain in the USA because it has been determined to be outsourced to a MSP / preferred contractor or an employee in India, Argentina or Philippines then your are expendable and will probably be laid off. There will be many “club” members, aka the inner circle of bad managers that have been scratching each others back for the past 20+ years that will also not have jobs, therefore, many of those will be selected for the remaining positions after the reorg.
If your job is funded to remain in the USA after the reorg, then you will be competing for your job position with other people that are in the same pay grade or one pay grade higher than you. There will be a lot of people who are currently in positions that will not be funded so there will be more people than musical chairs (positions) available for the remaining employees. They announced 9,000 positions laid off and most of those will be in the USA. Approximately 1200 employees in California who are at risk and maybe 500 in Australia. So that leaves approximately 7,000 more to come from the support groups, e.g. Supply Chain, IT, Legal, HR, Finance, etc. The BU's will consolidate into the Asset class model so many jobs in BU's will be eliminated too. Any job that is duplicated between BU's can be centralized into a smaller team of centralized positions. Central does not necessary mean Houston, it can also mean centrally across the globe. Turn arounds will be operated from India and that has already been announced. you can also go to the Chevron open positions on their website and see there are open jobs in India to staff turn arounds. SAP support has open positions in India. Since there will be fewer jobs in the USA then they will need fewer HR people in the US.
Even jobs that will remain in the USA will be moved to contractors to reduce the cost of carrying the long term benefits and retirement pensions for full time employee positions. I believe >60% of the positions in the USA will be eliminated by the end of 2026.
Hopefully someone who isn’t just looking out for their “club” members!!! I have seen that time and time again.
@a3 so that will be different than the current PDRs?
Selection representatives. They haven't shown a lost of who that will be yet.