While some departments have decent technical personnel with incompetent managers, the Process Control Department is totally shocking - they have very young process control application engineers who are inexperienced. On top of this, they have SLS supervisors who have never worked in process control, their bosses as you go up the chain have never done a single thing in process control - barring checking time-sheets and expense reports of process control engineers- this experience I guess of checking time-sheets and expense reports of process control engineers gives the right to the managers to call themselves Process Control Supervisors- laughable to everyone but expensive and inefficient to the company. I have never seen a bigger bunch of inexperienced, incompetent jack-asses who have crazily applied DMC to non DMC applications, complicating control problems with foolishly complex solutions. Millions of $s wasted in useless wrong and poorly designed applications. Why does this happen - bosses who never worked in process control but call themselves process control supervisors, young inexperienced engineers who are too new and no better, no mentors and very few senior experienced process control engineers - because most of the senior people, as soon as they hit the age of 55 wanted to get the hell out. I have never seen a process control department so young, so green, with no mentors and no experienced folks. Shameful, disgraceful and utterly incompetent.
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I would be surprised if it takes another five years to outsource technical positions.
Which technical positions do you see them outsourcing overseas in the next 5 years?
Once you figure out within 2 yrs max you will be in the next job what incentive is there to really learn much. Just say LPS/OIMS/GRS make a bunch of pretty powerpoints and host alignment meetings. You can make it a good 8 months.
If you are at a site a unit shutdown will happen that k–ls all work for 1-2 months then boom you made it to next assignment.
Not everyone has to move up for moving up sake. Some people know what they want and are happy to do it for a long time as they develop other interest. No need for a constant rotation program.
But maybe all jobs are like this everyone can’t be the CEO once people realize that maybe folks will take a chill pill and stop pumping up useless projects
Well, I have to push back. It s not engineers fault. Xom has not emphasized technical skills. They think operators are un-educated people and think
all engineers can master every technology within 1-2 yr so if an engineer who stays in one unit too long Is considered a low performer and gets ranked low. Many young new hires can see Xom only values managers so they stop developing their technical skills and focus more on ERG and soft skills/s— ups. They never provide a right environment for young engineers to learn and be productive. They let them do chores and go to endless meetings. Blame on the culture and environment. You cannot learn English when you are in a country which speaks mandarin.
Rockefeller Science = Psyilocybernetics.
Control systems feeding dividends.
So you like them then I take it?
This is fairly true for all technical departments sadly. On top of that, if there are senior engineers to mentor, they are always too busy to do any actual mentoring.