Just now completing supervisor training related to salary treatments. HR gave the following general ranges applicable to our group depending on many different factors:
O - 12-18%
E - 10-15%
VG - 5-12%
G - 2-3%
NI/NSI - Not eligible
Obviously, a lot of unhappiness to go around these past few years so everyone is hoping these numbers will stop the attrition.
Why wouldn’t they just say that
Not even remotely close. Departmental budgets are in the millions so 3% is a huge number. Divide that across the employees based on assessment category and that’s how you get the numbers like 10-15%
Can someone explain how the average budget allocation is different than the average salary adjustment an employee will receive??? Wouldn’t an average be close enough to representing a total salary increase for an individual?
I've heard the same numbers that OP has stated with the one exception of the top being 18% - I've heard 15%. These will be the individual's salary adjustments and they do not reflect potential merit increases.
The percentages that @1scy+1dSjOItF are the average budget allocations for salary adjustments and merit promotions, not necessarily the individual's average increase.
12-18% sounds good to me. Getting my knees dirty all year was worth it
Global projects here. We are apparently already overpaid and will see 3% on average.
I’ll be leaving if these numbers are true.
Procurement will see an average of 3.4%
Controller's 3.2%
NSI's 0%
NI 1%
sounds like you are in a high potential group compared to the rest of us
I also heard 15% cap, but I think that’s the increase in the guidance not any sort of rule against raises above that level. Either that or HR took pity on us an granted an exemption since benchmarking showed us to be out of whack.
These specific numbers are ranges for my rank groups.
I didn’t hear any numbers for promotions, but 1.5% seems low. I’d rather stay in current RG than risk a lower ranking that would likely come from CL bump.
Corporate average of 3.6% for merit and 1.5% for promotions.
My salary communicated included upstream and downstream averages.
Interesting - how do your numbers for your group differ?
@qiz+1dSjOItF typical and predictable of id--tic XOM mgmt. They highly and wrongly believe that all people are leaving for high pay. Nope majority of people are leaving and away from the broken culture that doesn't respect employees fairly, downgrades their performance playing beauty contest, and continue to spread lies even after knowing that their lies are caught. The only two breeds that will stay would be (1) those whose XOM skills have 0 value outside XOM and (2) those sponsored, protected, and nepotistic employees. This is a perfect example of having a cancer and providing medication for stomach ache. XOM continues to fully recognize what the actual problem is. They still believe throwing more money is fix all. They will throw money now and forced out employees next year and the cycle will continue. Remember everyone is on 1 year contract now?
HR communicated a cap at 15%
Is this for upstream????
I had supervisor training today and these numbers are wrong.
@jom+1dSjOItF dude get off your throne and come down on the ground. Majority of those that bust their as--s at XOM don't get ranked on top and nor get treated or compensated well.
since the ranking system is broken, with great employees being ranked below their worth, this will likely accelerate the remaining Hot Shots leaving. Managers should fix the ones you know were shafted!
Good Luck to those staying with BK.
BTW, wouldn’t BK look better wearing a Mr. Rodgers type of sweater? That’s all I could think about while watching the IT forum. Just sayin.
Assuming the person responding is legit these communications are country specific. So would be more interested in which country they are associated with for those specific $ amounts.
Some countries don’t have their communications till later in month or early December.
Is there a change to when raises will take effect, or is it the same as in years past where the higher you rank the earlier in the year it takes effect, and the lower you rank the later in the year.
Seems like many people will dance at the office or during Zoom meeting after hearing about this good news! No attrition from now onwards...can't wait to hear the real raises once the people receive their communication...
@pvn+1dSjOItF Speak for your own group, the G/VG in my group are useless. One has been in “training” for 9 months and the other asked me the other day, AFTER 20 YEARS IN IT, what “cd” means/does. Like dude how tf did you last this long as a VG. E/O get all the work done, and get slowed down by G/VG because they have to constantly fix their work and show them and walk through things. OwD are the ones who suck up and do all that sh-t
An "O" who is below his curve could get the high end range especially if he/she was "O" for 2 consecutive years. But an "E" who fell from "O" may get a low end raise because he was paid on a "O" curve and now deserves only an "E" curve. If you fell...in ranking you will not get a great raise. Falling in ranking has a big impact on VG to fall to G. I expect nearly 60% of people will get below inflation raises, especially if your group is not busy. Nearly everyone fell in ranking because the bottom 20% is gone
Those numbers are unlikely. Even then, it won't fix anything. O and E aren't doing much work, just sucking up and having 1:1 "mentoring" meetings all day. VG and G are getting shafted and they are doing all the work. Peanuts for 2 years of compensation treatment with no 401K for 12 months and inflation
But what about the UK?
Our bad teeth won’t fix themselves :(
Can’t get too specific as we’re a Dallas heavy group - we’ve lost a lot to Tech the last few years.
Which business line/area are you in? I heard much much lower than that, at least for outstanding rg
Which business line/area are you in? I heard much much lower than that, at least for outstanding rg