Wait…so we’re going back to a single performance category with “5” differentiated ratings? Like 1, 2+, 2, 2-, and 3?
Sound familiar?
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So…expect PASA in early Nov. to “calibrate” against forced rankings?
@nf yeah, that’s how it should be. Regardless of how highly everyone thinks of themselves, the majority of people are actually average (thus the 2s on the old system) with very few excellent or poor performers (1 and 3s), statistically. So it makes sense.
I may not bother doing a PMP this year since it’s an exercise in futility. It will be fun to see my manager squirm.
This sounds pretty much like what we had prior to 2020. It wasn't nearly as scary as it sounds. Virtually everyone ended up a "2" with few to none in either the (great) "1" category or the bad "3" category. I only saw very deserving people get fired. Side-stepping DEI and affinity group nonsense was easy if you did quality work too.
If Chevron wants to aggressively remove some bottom percent of workers regularly, then it's going to see the end of teamwork and collaboration. Nobody's going to help someone outshine them and put them into a bad performance rating.
@bb And that is all it is about
It won’t matter what pmp rating we have in place. You still won’t be getting a raise. They are cutting costs and that means holding salaries at current- claiming they are high. Why bother putting in extra work if you’re not getting extra pay?
@cq
Meta or Beta is a giant stock scam.
What the heck do we purchase from Beta?
If it is disapeared tomorrow would anyone notice.
The old rating system was always convenient for management. Employees complained so they let employees design the recent system. Now it's being thrown out along with all the touchy-feely stuff, DEI, funding for networks, etc. Rollback time.
Zucks is doing something similar at Meta. Of course we have to replicate Meta and the valley - the ultimate ponzi schemes. Money and empowerment as an employee are mutually exclusive here. We are not landed gentry to speak our mind. If you want a pay packet, swallow your pride and do as you're told. of course you could write a thesis on how you’re crushing every PMP metric on whichever PMP system, but if your manager felt threatened by your competence and you didn’t jump on command—no matter how stupid and futile the request was—or skip the obligatory chupa de pico then expect a cr-ppy standing.
This company. Sheeeetz, these execs are like clowns. “Workday is the best!” A few years later, “hey, we are progressing our system to something new, a ranking tied to performance!” Hey employees, this new reorg is the best thing ever and we paid 100-200mm to McKinsey. Meanwhile these McKinsey losers just recycled the last one. Wtf
Lol @bb litigation. Lionel Hutz vs. Chevron. We don't stand a chance anyway.
Different ranking systems are just like our political parties — same BS, different packaging. We could even revisit those old threads here about how the ranking system got spectacularly gamed, for those too young to remember. If in doubt - just remember, those at the top are products of that system.
Easier to show how employees are not meeting standards to place on PIP in case of litigation.
There is nothing new in the world, the same systems keep coming around....5 numbers or 5 letters same principle
I thought it was A+, B,C,D, and F