Any former managers who can shed light on CL potential? Seems most everyone is set at 29. Is that the default? How do you get a higher CL?
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I would not have chosen those words but have to say in a lot of cases you are right on point.
Try taking your suits to the dry cleaners. It does wonders for the smell.
I wore suits and then one fine morning decided to quit as the sh– around had too much stink. Here are the fundamental laws of CL potential that cannot be broken:
Your CL potential will raise in proportion to your stink
Your CL potential will stop and go downwards the instant you convey any original thoughts
A flat or downward CL potential can never go back up ever
You can spot the HiPo wannabes wearing their spork coats and nodding their heads vigorously to every word management says. Bunch of fools.
Is it possible for an experienced hire who joined around age 30 to have a CL higher than 29? Seems like they on ramp hipos from the 22 year olds with BS degrees.
@1lxf thank you for taking the time to explain that so thoroughly.
How to get high CL demisified in 4 steps:
- It's like magic, if you are destined for it you are told that you are destined for it.
- If not, don't worry but bust your behind unless you want to be in bottom quintile and PIPed.
- If you do have it, beware, as you can lose it if you take a misstep or piss off someone.
- If you don't have it, you will never get it, no matter what you do or how much s— up. Sorry.
For people early in their career, CL potential tends to default to CL34 (people ranked early in top two quints) or CL30 (people ranked lower). These potentials tend to hold through early assignments.
If you’re ranked consistently lower in the first 5 years, potential will tend to drop to 29, and as you age through your career potential will converge with actual CL (e.g. if you’re CL27 at age 40 but lower rank, potential might still be 29 potential, but if you’re still a CL27 at age 45 potential will become 28, and maybe become 27 by the time you’re 50 and your supervisor thinks 27 is the cap). Ages stated here are not exact, but the concept is accurate, as is the CL 29 Potential, because CL30 is executive and lower ranked employees will be capped at a non-exec potential.
If early on you are ranked well, your potential will stay CL34 for first many years. Then, once you get into CL26/27 ranks and start to get assignments with exposure to execs (for example, leave the manufacturing sites post-SLS assignment and move to HQ), you will be re-evaluated for high potential. Those who are ranked HiPo are given a potential of CL38 (business line president). At this point, your career moves must be endorsed by the president of your business line (though often that endorsement is a rubber stamp, and lower level execs are determining your career path and submitting to the president for endorsement).
CL38 potential people stay there for a while, through CL28/29 and early exec (CL30-32) jobs. At that point, if ranking in early exec roles is still strong, they will be considered for Dallas assignments and higher potential (CL44, Contact exec / CEO potential). This is rare, maybe a few dozen people across the Corp.
There are some people who go to Dallas early, at CL28/29 level while they still have CL38 potential. These tend to be audition assignments for the CL44 potential. If it goes well, they tend to leave Dallas with big promotions in their business line, or high profile jobs in a new business line. If it goes poorly in Dallas, they tend to go back to their sending business line at a similar role, or a role +1. For example, if you move to Dallas after finishing a CL29 operations department head role in refining or chemicals and it goes well, you’d expect to come out either at a CL30+ job in upstream, or at a very high profile CL30+ job in chemicals or refining. If it goes poorly, you’d go back to a lower profile CL29/30 job in chemicals or refining, and never be heard from again.
Consistency consistency consistency. You need to consistently rank in the top. Not just once or twice.
Lots of gibberish here - but the question is also.
Consistency is the key for executive levels.
Top quintile CL26...add 3 to get potential to CL 29...CL27 top quintile...add 3levels to get to CL 29...For top ten percent they will add 4 or 5 plus CL. If you are over 50...not enough time left to get to potential so they may make potential plus 1CL or plus 2 CL if you are top quintile. Below 50 quintile...maybe 1 CL is your potential. I have seen some CL 28 get CL 34 and rare occasion CL 36. Rarely anyone ranked in bottom half will have CL potential above CL30