So I personally don’t do much work anymore tbh yet I received 3 Exceeds along with almost everybody i talked to received a few, across various functions and BUs. There is one colleague of mine, however, who I know firsthand went above and beyond, did everything you’d want in every category, is loved by everyone, etc. and yet didn’t receive a single Exceeds on hers this week. She was absolutely crushed. I couldn’t believe it. Our best talent will continue to leave when they’re not valued. I personally know over 10 absolute slackers who do absolutely nothing, in the same role as her, yet received stellar ratings. Is this common? Is she about to get PIP’d? Not sure what to tell so i came here for advice/insights.
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@iqz+1vWV5m6Z Is this true? Can someone confirm? That would be somethin
For EOY PMP managers were told they could only bump up one of the “valuable contributions” to exceeds. This was not communicated to bosses until after mid year PMP. The bosses that give VC across the board at mid-year we’re unable to move move than one of them to exceed. A lot of people got sc--wed.
PMPs are used to drive promotions. Raises and bonuses are at management's discretion.
@hyg I was able to negotiate 1 of my valuable contributions up to exceeds expectations.
Had anyone successfully appeal for a change in grade?
PMPs have always been nothing but a popularity contest and high-pot booster masking itself as performance ranking. This has never changed, it has just become painfully obvious since 2020.
I don't think anyone who "doesn't do much work" is in a position to put forth a legitimate argument, biased, influenced by recent events, or otherwise. Get your resume polished up and move along sir, your slacking coworkers that you speak of can do the same. And you guys question what is wrong with the company? Oh yes of course, it's someone else's fault.
Old timer here,yes there are a few around. Old pmp system was abused by managers but there were at least some checks and balances. The new system,which was apparently desired by the majority of employees, has so many opportunities for abuse makes the system laughable as a system. The best at selling themselves will be the winners,regardless of how truly useless and non contributers they are. Sad glad my days are over. Have fun kids
25+ years of experience has shown me there’s no correlation between your performance/effort and your PMP rating. What a farce.
So familiar. The new pmp is the root of Chevrons problem. You don’t need to work hard at all. As long as your boss loves you and think you are doing good, that is all it matters.
It’s because the poor soul confused CVX with a meritocracy. Unfortunately if your colleague hasn’t networked, showcased her work and marketed herself ad nauseum then this is the end result. I don’t agree with it but this is the reality. Most managers are lazy and listen to the empty vessels who make the most noise. I know the feeling - I hope she can derive her worth within herself and not let it get her down.
no longer believe in the PMP testament
Is it hard to move positions inside Chevron if you receive one “expects more” on a review?
if you are really talented, you would have found a place/thing that makes you shine every day already, like me, instead of caring about this BS PMP stuff…
If you have a low review rating when layoffs come around you’re gone. Manager want her gone.
I can attest, 100% - PMP‘s are complete bullsh-t.
PMP is completely inconsistent. You have managers who try to do the right this and really scrutinizing what an exceeds is and others who hand them out much easier. Its completely unfair
That’s the problem with current PMP system too subjective with the manager and no calibration. It’s literally absurd
Happens all the time, happened to me (not at Chevron) as well. You'd need to understand the dynamics between here and whoever is rating her (let's say a manager does this). There may be a ton of things there that you may not understand or know. She may be a stellar value creator but may be coming short in different categories (people? bus ops? etc.) - it depends on the manager's style as well as that impacts things a lot. Pressure from above, the group may be loaded with strong performers, may have dropped a ball on a key thing that you are not aware about, mgrs have pet peeves and that may be influencing it too. I get what you are saying but the dynamics is sometimes quirky. My 2c only, I'd wander what others would say.
Yea, I don’t see how PMP translate to pay raise as well. Had a few exceeds in the past few years yet salary adjustment still lag behind inflation for multiple years in a row. Some were suppose to be good years for the company and industry as well.
You need to understand you and folks like you are the reason why people who work their @$$ off suffer. And if you are sincerely worried about hard working deserving folks then you shouldn't have acknowledged your ratings.. asking for expects more.
This is unfortunately the story of Chevron, especially since Covid. It is not as bad in the unit I work at, but we see the same, lot of dead weight being carried around, and this last year many super performers just lacked the morale I guess to work. The sooner they get this over with, the better.