Why does The company protect both NRE and RE employees from separation via PIP/PIL?
I can understand the company wanting to avoid both the optics and legal action with a mass separation of this age groups, HOWEVER it’s seems to me that NRE/RE folks who are NI/NSI have zero fear as they are protected. Looking around the campus tells me that we have a large number of grey hairs who are likely low performers knowing they are untouchable forcing the company to action young to mid career employees. Makes sense right?
If you are truly a documented, consistent low performer the you should be subject to the same rules regardless of ones age.
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The NRE’s are protected, in a sense, because on this one topic, DW listened to his lawyers about the risks in targeting them. So they will drop them to the bottom, tell them what a POS they are, and give no raises for 3 years, then can them.
The RE’s might as well have targets painted on their backs. They went after those folks with a vengeance, whacking just enough unfortunate younger employees without sponsors to hope to show the EEOC it wasn’t age discrimination. The 19 RGP cap that was abolished in 2020 was adopted solely to help get rid of RE’s that had somehow dodged the age discrimination already built into the rankings immediately. Otherwise they would have had to wait 2-3 years to drive a career top third ranked older person to the bottom 8%.
In addition to going broke financially under DW, the company has gone morally and ethically bankrupt. The smarter folks are seeing this and thus the rapid attrition. No one in their right mind would come to work here with even the slightest bit of research into what the Big X has become.
Older people drop because of the bias of the system. I was told 20 years ago that 60=0. And no where in the upstream are 28-32 ranked together. Usually 28-29 and 30+(executive level). High flying and hi po young people are ranked in with 30+ technical people. Mid-career people are protected in this competitive rank group by dropping the senior people. This arrangement slowed down and decreased pay raises in old system and in new system provides pathway to unload people as soon as turn RE. Brilliant strategy. Too bad the Upstream Strategy of 2019 wasn't as well thought out or worked as well.
Within a rank group HR keeps different racial and gender and age classes in proportion across the rank buckets. Older professionals tend to drop once they are ranked against other CL28 to 32. Because of the high CL,there relatively few young people in these higher classifications.
Annandale = high cost location RE need to worry.
@jxo+1cln5r7Q +Points for being honest haha
I'm an NRE and believe me when I tell you, we would love to get out of here ! Sometimes circumstances dictate that we stay to reach retirement status doing jobs we HATE in order to reach retirement eligibility and the benefits that come with it. There comes a point in life that you just have to do what's necessary to insure that you're financially ready to leave this shithole in your rear view mirror. Many of us were highly ranked for decades only to fall to NI/NSI for no apparent reason other than our age (but the company can't say that openly). In my case, my manager couldn't explain how I went from Very Good to NSI in one cycle other than to comment that it's "common for late career folks to slip in rank". We grey haired (or no haired,lol) guys realize we're not wanted here but there's nothing we can do about it. Nor is there anything YOU can do about it so suck it up and accept it junior ! Yes, we NREs are pretty much bulletproof but we've damn sure earned it. Again, we would damn sure leave if we could but (as my manager said) "that's the system ". you'll be happy to know that I plan on doing just enough to prevent getting canned......the bare assed minimum ! And there's nothing you can do about that either.
Because Boomers gonna Bo-m.
They are the "ME ME ME MINE MINE MINE GIMME GIMME GIMME" generation
OP, you’re both arrogant, offensive and deeply uninformed, so perfect EM “leadership material”. REs are NOT at all protected from NSI, but they can retire (forcibly). NREs are protected by law because many companies tried to deny pension to their employees by getting rid of them just before they become RE. This protection starts only at 52, which is not nearly enough, because many companies would simply find reasons to get rid of employees at they get to 50 (pre-merger Mobil was specializing in this).
On top of that, historically only a tiny number of MPTs would be put in PIP, because the PIP was a way to get rid of “misfits” in early career. Now we see significant number of RE professionals, including company experts with a distinguished record who suddenly and mysteriously “need significant improvement”.
But don’t worry OP, time will come when you’ll learn all that on your own skin, if anybody will still be foolish to employ you until then.
@OP As stated by others, you've definitely not gotten the point. The system, in particular this vicious new version of it, is anything but honest and rational. It's precisely built to get rid of “old”, “expensive” and less prone to drinking the Kool-Aid employees.
It would be like asking “how come 90% of basket ball players in the NBA are above 6' tall?” Got it now? 😊
OP - you are clearly EM management material.
Can't distinguish red from green.
Dog vision.
Follow your nose, friendo, and don't forget to not flush.
They put most NRE folks into NSI to help meet the target 8% without suffering from an even higher attrition rate. This has nothing to do with individual performance. If the economic conditions worsen, those NRE folks will most definitely be pushed out as soon as they are RE.
You clearly have a fundamental misunderstanding of how this all works. REs get put in NSI and essentially forced to retire through the PIL. NREs get put in NSI and NI all the time and are given counseling plans (similar to a PIP but without the teeth). Once they hit RE, they will almost certainly be pushed out their first eligible year. Those people actually take NSI/NI spots away from younger people. For the love of God please understand things before you go around screaming about them.
It is an interpretation of the WARN Act which gives certain workers protections. The near retirement eligible definition is up to companies and EM has chosen to interpret it as 52-55 (NRE).
The Act is important because it protects workers from working right up to retirement and getting laid off by companies to avoid paying retirement benefits.
The company does give retirement benefits starting at 55 albeit discounted so that is why RE (55+) are able to be PIP’d.
Honestly the whole system sucks and biggest issue is those who created the grow strategies and hired too many people, despite warnings from many of us, do not suffer any consequences. The new strategy in 4Q will be simplify and fix with a dash of low carbon. If you can’t stomach much more offshoring and deep cuts in high cost offices then you should hit the job market asap
Honestly if you're a 25+ year NRE or RE who is consistently ranked NI or NSI are you really going to improve your performance?
Because age discrimination is a real offense in the US, and EM has a lot of specifically age-based career development policies. 3 years from retirement was what they decided was needed to form a “protected class”
The grey hairs have been angered haha
I keep wondering about all the college hires playing on their phones all day. They are making a pretty good salary to do nothing productive. PIP them all!
What an ignorant a-s!
This is a BS post. Who are you and how do you deduce that “grey hair” are equal to “low performers”? FU troll!
RE are not protected, Only those close to retirement are spared until they are eligible to prevent getting sued. Makes sense right?
But you’re presuming this company is honest and correct in the way they treat employees, which is not the case. XOM is more concerned in avoiding tax and lawsuits more than anything else. More than even actually profiting with its operations.