Spill the beans! What’s the new process going to look like?
18 replies (most recent on top)
@j8 you are so right with this feedback. Unfortunately, the rewards will no longer exist at Chevron. I am surprised at the lack of leadership that has sprouted after the reorg finished this year. The new leaders do not know what needs to be done and the leaders that were retained are so g-n shy they are like a beaten dog when a newspaper is rolled up. They start peeing on the floor at the sight of change.
I have tried to express ideas to improve work flows and I hear "crickets" and receive passive aggressive avoidance for direction. Remember, no decision is actually a decision!
Back to numbers which we hated but then loved when we got the current system lol
God I’m glad I got laid off earlier this year and don’t have to worry about this sh-t anymore
The PMP process has always been a load of bugle oil. It all means nothing. I wouldn't waste energy or worry about it.
They want people to quit. Return to office 4 days a week, sh---y cubes, expects more rankings after the year we have had. Just sit back, collect that check and wait for the next EOI button.
It's a joke anyway. My manager 2 levels up has told everyone that because he has been told he is getting an "expects more", his reports will be getting one too.
Who cares
HR will pull out one of the old pmp formats and sell as something new.
We will all be back to fake ranking.
@e3 guess I'm fu---d.
It's just about did you have a good attitude and did you actually move the needle or just take up space .. you need to be able to point to an actual accomplishment or contribution that impacted the bottom line. Also if you complain about anything you're fired
@d4 Boomers fu---d up everything as usual. As they continue to do with the nation. Nobody ought to work in a company for that long. Sure there is always that one in a million exception, but the vast majority are almost detrimental to the company after their 20-25 year mark. Fu---n' obscene boomer greed at its worst is what it is. At worst, they should be offered much lower paying contractual consulting positions (merely for legacy knowledge transfer) and at best, simply put to pasture.
I have been gone almost 10 years now ... but for the 40+ years that I did work for CVX .... the PMP work process was changed a number of times, including the ranking process. At times it was write a bunch of words compared to checking boxes/marking on a scale ... and emphasizing behaviors but then focusing more on results/meeting metrics. So the systems have been all over the place and every 5-10 years someone in leadership thinks it is time to change it again.... but the rank and file ALWAYS has issues with the process! Early in one's career the process however flawed has some merit....but as my career plateaued (which I was fine with) the time to "feed the system" was not worth it.
Employee drafts initial accomplishments vs. previous agreed upon work goals.
Manager adds a couple of sentences and, just maybe, a couple of direct quotes from customer/BU feedback and calls it a completed PMP. Little coaching or important, accurate feedback given. Why worry about any HR-directed change to the form?
I used Copilot to help rewrite into exceeding expectations wording this year. I just didn't have the brain power to do it myself after everything that's happened this year. We'll see how it goes i suppose.
My manager told me he doesn’t read anything we put in the system, and he doesn’t care about the new behaviors the company wants. I would set the bar lower, but it’s already resting in the ground.
Back to the old numbering scheme.
Feeling like I should just pencil whip it. My manager has clear favorites and I’m not one of them.
Your supervisor makes up stuff that you did not accomplish, so that you get a lower ranking and lower ESIP. Where have you been?