Really HR?! Is this the best you could come up with? This system has fundamental problems. To begin with, it is very aggressive and unconstructive and up to interpretation. You think I am going to sit down with my employees and tell them they s— (nicely and politically correct) in the middle of a pandemic and the craziest/ the most uncertain time of the OXY? Think twice! But again, this is another example of incompetent HR and management at OXY who does not take responsibility of any sort. Not surprised at all!
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Typical ‘be fake and you’ll succeed’ at OXY. Be a yes man/woman or you’re out. That’s the ones that get the large promotions and recognition/retention bonuses. Never go against the grain and suggest new, more innovative, cost saving and efficient methods is doing things. For those asking who proposed this...look to the two top HR execs, GV and DM. Neither likes change and are stuck in old OXY ways of doing things. Time for new blood in those roles to improve HR all around.
How did this company get so screwed up in the last year? There can’t be much useful work being done anymore.
These companies have some really slick sales people. There is no telling how much money we spent on this thing. Probably enough to pay every LAPC COC.
Evaluating people’s behavior could be extremely subjective. Thus it could face lawsuits.
Actually there is no way to be objective in this area.
Wonder who was the genius proposed to VH?
Quite a few high profiles are pushed aside such as JB, does it reveal what the BAR really means? BAR is probably a political instrument moving some up and some down. Let’s see how mid management change.
Why not rate people on what they accomplished that can be proven through tangible results and work products(reports not spreadsheets). Simply take the goals as outlined and see how many were completed and the amount of value contributed. Is this a novel approach? The slackers and incompetent will be apparent as long as there is multilevel detailed review of people that also include review by a functional chief. Actually, it is time to not be nice.
Writings on the wall. Duh.
HR rep,
Is this a new tool for the management to filter out the next layoffs?
Thanks
If behavior is really bad, anyone should not stay till YD performance review.
So focus on “how” by year end is not a nice and wise way to manage a big company like this.
It could make OXY worse.
It’s also doubtful that the same standard applying onto management as ordinary employees.
So employees will be victims as a result of this BAR system. It will BAR out people who lack of people skills and stubborn not flattering managers.
If the true intentions are kicking people out by using this approach, it’s evil.
Just curios how VH finally evaluating her direct report. All of them are “nice” people, otherwise they won’t get that position. It is basically useless for each level of management unless some rebels. No silly ones behave like rebels under current times.
What’s VH’s true intentions?
The company probably does not want to have people around who are not team players even if they are technically competent. Team players interact appropriately and have a good mix of concern for themself, the other team members, the work product, the process, ethics, and the profitability of the company.
Believe it or not some people are only concerned with themselves and the work product. These people are misfits.
You know I don't really give a c-ap anymore. This is what all the liberals have brought on themselves, and I never want to here one complain about it. You will get more taxes and less for it, and all will share the same and be the same. Four years from now you will be begging for anything that resembles how it is today. But it is like a child in that you have to learn from experience. In this case 300 million plus are going to learn what it fells like. We are basically giving away our way of life and Corp America is going to be a maze just to get through. Everyone just walks around saying how good each other is doing.
What does the "Bar" do? - it basically changes the focus of evaluating employees from "job performance" to a 2-factor system: "job performance" AND "playing nice".
The problem is that by adding the "playing nice" factor into evaluations, the company is less-focused on producing results. – because HALF the focus will be "does my employee play nice?" Our company is in a deep, DEEP hole, put here by the OPC Exec Committee & BOD. This is not the time to distract people from performance by emphasizing "Sunday School" behavior.
Also, inherent in the "playing nice" factor is that it formalizes a way to punish employees on their annual performance review, who dare to speak the truth about the gross organizational dysfunction they encounter. – Basically if, during the course of the year, you voice concerns about a problem which makes somebody uncomfortable, the BAR scoring methodology is a way to punish you, regardless of how well you do your job.
Basically, BAR is a means to punish people who dare to speak up by "dinging" them as "politically incorrect" (inadequately servile). Speak up, and BAR is the management-sanctioned means of punishing you.
Its kind of analogous to the political commisars which were but into the Soviet Union's fighting units. You could be a superb soldier, but if you were not politically correct, you were putting yourself into jeopardy.
Same principle.
OP
Why not tell people they s— if they really do. Many people and functions should be disposed of now. In some respects it is not fair to the people who took the first round of VSP to 1) pay big bonuses now like last Spring 2) keep people on the payroll who are poor performers. 3) cut the workforce when assets are sold.
HR should perform this first and publish the statistics on OXYNET so everybody sees how many people in the top three boxes they have. I am sure %90 will be there!!!!
Its Oxy. How can you possibly be surprised?
POS company - start the VCP process for LAPC please stupid VH
OP, you sound like a weak manager who is incapable of having a real performance conversation with your employees. You’re doing them a disservice. Just disgraceful. You should quit.
Former LAPC HR here. (Quite happy somewhere else now so I am not caught up in BAR but I can guess based on this boards reactions).
There was a new talent management and evaluation program ready to roll out just about the time the acquisition was announced. During integration meetings our teams explained what it was and how it would improve both training and future evaluations for promotions and bonuses. It was rejected along with all the work that had been done to upgrade HR systems to Workday to better service business units and make our jobs more client focused. Instead they chose to keep legacy Oxy systems and processes that were at least 15 years out of date for the time being. Keep in mind the legacy system they were keeping was something APC moved away from many years prior to that. Just goes to show you that the HR team in place at Oxy really arent ready to help but instead just stay in their comfort zone and do the min.
When your only HR exp is with Oxy, it is no wonder you are light years behind in theory and practice. Its like being an engineer and only using a slide rule to make calculations. It takes twice the time and the room for errors increase instead of using the best tool, new method or technology for the job to work more effectively and efficiently. So glad I am outta there.