A new employee skill assessment program is currently underway and the target completion date is the end of November 2020.
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This company doesn't really care much for experts. You really only need a handful. The company cares more about generalists that can pull the prices together and get the experts involved when needed.
Most people (especially managers) move around so much that they rarely get to expert level skill. Most of those who self assess actually over assess their skill level. Most of the skills such as reservoir engineering or geophysics require 20 years experience to be an expert. It is complex
@1zqa+16Wfe75W - that certainly describes the position I was in, while still employed by EM. There were no skills that exactly described the specialist role that I had, so was just assigned to a job family designed for the majority of people in my department.
In addition to skill set, also performance & geography (location & mobility).
Skill sets are defined in Career Connect, based on job families, right? Tough for those who are forced into a certain job family which hardly or not at all connects to the actual job AND which does not correspond with what is in Identity Manager but "it is the only job family in CC which makes a little sense in this role".
Also, training courses in CC are suggested/forced based upon job families, so double tough luck if you get courses which have absolutely nothing to do with your job.
So many systems, hardly any of all those systems create less work or talk to each other, yet every continent brags about how well the systems perform!
This comment is just trolling. There is zero basis for this nor does it make any sense.
This post has no basis in fact. Not sure where / who is providing this .... skills validation is an annual process and is reviewed by both management and technical leadership. Using this as a basis for staff reductions would be almost impossible to do as many skill assessments are self-declared with only the top levels vetted by management
I’m a technical SME and part of my job is to validate when folks ranked themselves as experts on my area of expertise. I did my first round of this earlier this summer....guess what? I surely not the only expert! About half the company is! Then I had to be flagging folks and testing....will it shocked you at the amount of pushback I received and how much people were offended that someone tried to validate?
Gotta love
It.
@diz, love the theaters! My favorite is, success theater. You don't actually need to do anything, just declare that you win, and that's enough. Works all the way to the top of US government. And if anyone asks pesky questions to assess and verify your claims, just smear them as negative. Bad attitude, etc. NSI immediately! And so it begins - the end.
This is hard to believe. We don’t use skill sets for anything else. I often wonder why we even do it since it doesn’t mean anything. The data is never brought up. Now they would use it for one of the most
Important decisions they need to make? I hope not.
Is this why we are implementing goal setting in September? Feels like a mini PADP. How will everyone's skills be assessed and will it target newer hires?
Isn’t his mom meritocracy theater to go along all the other fake stuff we do: research theater, sustainability theater, profit growth theater, etc.
What’s the skillset the managers will use to describe their impeccable Time Sheet control skill?
We already have skillset validated by job families. This sounds like a desperate attempt to make the upcoming firings appear not what they are: capricious and biased.