I mean there will be THOUSANDS of these reviewed. How much good can they possible do?
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leave yours blank and take a chance lol
Every supervisor will hand select 20% of there direct reports and show the list to there boss for approval. Simple as that. Talent cards are a smoke screen.
@bq+1 yup, it seems like there is no "competitiveness" when it comes to raises/cip. in my experience, it seems like it just gets spread out evenly to everyone in the group. doesnt matter if i get 4 ee or 4 vc. same ole same ole
As Norm Peterson from the show Cheers would say after landing a job, "It is not what you know, it is not who you know, but it is who I know." Good luck in landing a new position.
@bh, Exactly. My performance ratings over the past five years since the new system was introduced have varied between 3 EEs/ 1 VC, to 4 VCs. I’ve been in the same role, doing roughly the same work. What’s changed in that time? My supervisor. Funnily enough, merit increase and CIP have been consistent despite the varied ratings.
The L1 will pick their 8-10 GMs for L2.
The L2 will pick their 8-10 L3. (PSG 25-26s)
Those people will be assigned or represent some manageable number of people through selections. Almost like a PDR, but not necessarily the right people. So, hypothetically, yes, if you have a L2-L3 leader assigned to you, he/she should be able to read some manageable number of talent cards… however, as we know, not all middle managers are good people leaders.
Anyone who thinks performance reviews/ratings will be used is a mo--n. The way it’s done now is completely uncalibrated. All the posters on here saying how they consistently get 3-4 EE’s are either 1) full of it, 2) on low performing teams where everybody gets a trophy, or 3) in the wrong grade and should be wondering why they can’t get promoted.
No insight here, but AI would make sense. No way we have the ability to go through 40000 of these things. It would take a small army weeks just to look at them.
A certain consulting group will be using AI to parse the talent cards. Make sure you got those keywords in there.
In 2020, we were asked to write a one-page summary of ourselves. Nobody was going to read through everyone's talent card then. I expect the same until told different.
Yea Mr Retired GM of Downstream is full of sh!t because I’ve been a part of selection process for alpha and transformation, and that is NOT how it worked at all. It wasn’t perfect, but it was definitely not a seriatim ranking of employers per organizations or segment. What a ludicrous lie. lol
“If you are a white male over 45 and a psg 25, you are definitely gone.” - says no GM in downstream ever.
Let’s call BS on that because I can count many of those who not only survived 2020, but are still in position to design and run the 2025 reorg.
I retired last year and I was a GM in downstream. We ranked every person regardless of what you have been told. I knew my bottom 20%. I knew my highest paid employees. One this round, if you are 50+ and in the bottom 20%, you are gone. If you are 50+ and making 100%CO or better and someone younger is doing just as good of job as you at a much lower salary, you are gone. If you are a white male over 45 and a psg 25, you are definitely gone.
PMPs will nail the low performers, but probably wont save you if you are highly paid for doing good work,, but otherwise don't have connections.
I highly doubt 4 VC’s would be seen as bad.
Sorry to say but if you have 4 vc then you need to aeoi
I’ve only been through the 2020 selection, do they typically go off body of work like recent PMPs going back a few years or just recent one ? Have been a strong performer majority of career but last year got 4 VCs last year for first time, have always gotten at least two EEs.
better have those EEs boiiiiiiiii
Bottom ranked 5-10% gone. Then 15% across duplicated positions. Like 3 drilling engineers per rig.
Of course they will and recent PMP. They want to be fair as possible…..