Any one know how it will work? Who gets final say on who stays and who will go? Will people be forced to move groups? So many questions!
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Recent layoffs and reorg in Alaska - many were hourly without past ratings. Instead of using all the current Leads who had gone through a transparent interview process and have leadership experience, selections for promotion to Ops Supv and Sr Operators seemed random. 2 people from L48, never worked in Alaska, were even chosen. Very obviously a buddy system.
The salaried employees let go were Kuparuk personnel so that Alpine could take over. Higher management seems convinced Alpine is better (despite contrary evidence), and kept those friends. It was definitely not based on overall "talent".
I do not work for COP, but I did at one point in my career. I am a high level management employee and have been involved in many layoff decisions over the years. Here is how it usually works. First they determine which level of management will make the call. We had a layoff once at my current employer where that was done at the level of those folks that report to executive VP's - i.e. people who knew almost nothing about those they were deciding between. That time they basically based it all on your end of year review for the last couple of years. And if they had several who were equal they would say "OK, I have 10 on this IT team, I'll just pick 2 that are in similar positions as others". Usually though they try to get some leadership involved that is familiar with the area they are over and the employees that work in that area, and they will say you have 100 and need to cut 22. Then each leader usually has a wide range of discretion on doing that, they will always base some on reviews, base some on knowledge they have picked up on the way on employees that are great or struggling, talk with others also making decisions, etc. They will typically then give a list of the 22 they want to cut. HR will review that list to be sure it's not discriminatory - i.e. if all 22 are the lowest job step, all male, etc. Other leaders will also look at the list and say "Hey, I see you are letting Bob go, he would be a great fit on my team" - so they will take that person and let someone else go from their team. It's probably not right - but what I've seen many times is those people they view as getting ready to retire in the next year or so are often the "easy" off the top cuts, because they realize they are probably doing them a favor, paying them to leave and get to retire early. In the end it's a crapshoot, everyone decides differently, there is always some degree of favoritism if the leader knows and likes you individually, etc. But there is nothing you can do, it's not in your control, just be someone with integrity and character - work hard even though they may not have earned that from you, and if you walk out - walk out with your head high. Us Oil and gas folks typically have a lot expected of us - but we also work for maybe the best industry in the world in terms of our compensation, benefit programs, etc. - if you are picked, be thankful for the amount of years you got to be there because it's so much better than so many other industries.
@kc yes but good luck not getting a 3, and promotions have been halted. If you historically have high ratings and your group is losing numbers, then yes, it matters.
@je do you guys think ratings will actually matter?
@hr basically very few, a very select few will get differential ratings this year. With that said, I believe your talent card populated an "average rating" field. So I'd say past years. People with higher averages might get placed at the top of the stack, but eventually that will depend on business needs.
@d8 is a differential rating based on Previous years or this year (as in 2025 year end review)?
there’s a magic 8 ball in RL’s office that determines all of our fates. CEP has taken a year because he has to go name by name with all 10k of us and he’s getting a lot of ‘reply hazy, try again.’
Yeah waiting is definitely the toughest part I would surprised if we get any clarification but would welcome it to put minds at ease and focused on actually working
Based on the variety of answers you are getting, you should assume nobody really knows and every group is different. Everyone is a good guesser!
It is a black box for sure. I think if you are a strong performer the leaders making the decisions will try and place you somewhere based on your skill set, experience, and salary. They may take your interests into consideration but I think the needs of the company will take priority
My manager is not a leader. I would welcome any role not under their influence. If I do stay I welcome when the survey comes to provide my honest feedback on them as a “leader”. I always held back, but now I just do not care. CP pays them to be a leader and they are not delivering on that. How do they get rated
? As it’s not like my team provides that feed an to their boss.
@cc the org chart will come from the powers that be. For slot filling, for my group the final say is coming from someone whose name is on the leadership org chart they sent out... so that level. Some of them have been assigned assistants (manager) from their groups.
The selections as to who stays and who leaves will be determined by the buddy system and a popularity contest.
And butt kissing.
3/4s will stay and 1/4 will go. For the 3/4s who are offered jobs they have the final say on whether to accept or leave. Some offered roles will be different than their current roles. No one is forced. Kind of a vacuous post OP. I would select you as part of the departing 1/4, but alas, that is not my role.