Thread regarding Shell Oil layoffs

The thing is that rating and ranking is very subjective, but masked as scientific and quantitative. Basically, your first level supervisor fabricates an opinion of you and picks a score, then generally in a meeting that your first level supervisor is not invited to they change scores up and down to match a desired average and to pad someone's secret love (or perhaps their secret love child). Somebody's superstar has to be offset and 2-5 other people have to have their score lowered generally by people who are hardly aware of folks they are advocating for or against. Then they adjust it again to make a larger group average fit a desired number. Often they pick a person who they're gonna scapegoat and dump their score. That person is going to be fired or quit so there is no need to treat them like a bona fide human. In fact, if they can be goaded into quitting it saves the company money. Bootlickers, secret loves, and hidden love children are rewarded and there is also a boost if you're Dutch. Flashy is rewarded but head down doing great work is ignored and mistreated.

Yall acting like it’s to sensitive information. Faster to find the info here than on the hub

all of this is on glassdoor, there is nothing propietory about this

Salary Structure & Job Grades

• Shell has various job grades (JG), with each grade having a salary range that goes from 80% to 120% of a fixed number (100%).
• For example, JG5 could have a 100% base salary of around $130k, while JG4 might be closer to $160k.
• JG5 is typically for early-career roles, while JG2 is usually for team leads or principal-level roles.
  
• Pay also varies by discipline/function. For example:
• A finance JG5 will be on a different pay scale than an engineering JG5.

Performance Ratings & Multipliers

• Employees are ranked annually into four categories. While the exact names of the categories aren't recalled, the key takeaway is the multiplier attached to each rating.
• Rating Multipliers:
• ||||- 0.7x (lowest)
• ||||- 1.0x (most common, around 80% of employees fall into this category)
• ||||- 1.3x
• ||||- 2.0x (highest achievers)
  
• These multipliers directly influence:
• ||||- Merit raise (salary increase)
• ||||- Bonus amount

Bonus Calculation

• JG5 Base Bonus: Around 10%.
• ||||- If rated with a 1.3x multiplier, the bonus could be 13% (10% base + 3% from the rating multiplier).
• ||||- The final bonus can also be adjusted based on company-wide performance through an overall company multiplier.

Salary Raises

• Salary raises are linked to performance ratings, but are also impacted by:
• ||||- How close an employee is to the top of their pay scale.
• ||||- Example: If you're at 120% of the salary cap for JG5, you might not get a raise that year.
  

It can take years to progress through a job grade, assuming no promotion to the next level. Employees can continue to receive merit raises until they hit the salary cap for their current grade.

Progression Through Job Grades

• Moving up through job grades (e.g., from JG5 to JG4) can take several years, and the progression depends on both performance and opportunities for promotion.
• Promotions generally come with restarting the salary range at the lower end of the next grade’s salary range.

Anyhow, Shell's performance and compensation structure is highly performance-driven. Employee rankings and rating multipliers directly influence both bonuses and salary raises, with specific rules tied to job grade and discipline. Progressing within a job grade can take years, especially if you are near the top of the salary range for your grade.

I used to work for Shell until 2024.

Shell has various job grades and each grade has a salary range going from 80% to 120% of a fixed number (100%). The grades have a pretty big jump in between. For example, the JG5 100% number might be $130k and JG4 $160k, and so on. JG5 is around early career, JG2 is usually team lead/principal level roles. Also the pay varies by discipline/function, so a finance JG5 is on a different pay scale than engineering JG5, etc.

You get ranked each year into four categories. I forget the names but really what matters are the multipliers (0.7x, 1.0x, 1.3x, 2.0x). Most people (like 80%) fall into the 1.0x category.

Your rating determines your merit raise increase and also your bonus. For example, JG5 bonus is around 10%, so if you get a 1.3x multiplier that year, your bonus is 13% (plus whatever the company multiplier is that year). It also impacts your salary raise that year; I'm not sure how much but probably a percentage point or two. The salary raise percentage also depends on other factors like how far up in the pay scale you are. If you're a JG5 and already at the 120% salary number, I don't think you'll get a raise that year, but also it can take years to progress through a job grade (assuming you aren't promoted to the next job grade before you cap out the current one).

I bet this is how Gretchen does her "benchmarking" in determining our salary ranges and raises by asking questions like this on other company boards.

Smaller competitor?

Move on…

I appreciate the honesty in your post, but I’ve got to be real with you... this is not the best way to go about it. You are asking employees from other companies to share internal compensation details while openly admitting you work for a competitor. That is not just fishing; that’s stepping over a line.

Transparency is great, but so is respecting professional boundaries.

You are crossing the line. What rumors have you?

This is a board for disgruntled employees sharing rumors and complaints.

I know exactly how it works but I am not telling you.