Why are we even bothering with PMPs right now? Do they realize employees don’t even know what to put on there and we have to re-do it after the re-org (assuming we are still here). I’m so over re-work, paper and processes that don’t add value. I was told we need to be “agile” and be prepared to change. I am still amazed how CVX has used the term “agile” to suit its own need. Being agile is not a substitute for having a clear vision, even if when it comes to doing your PMP.
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I agree with many of the points being made here about the PMP. Just so everyone is aware, the PMP is a documented evaluation process. Some kind of evaluation process is a requirement, if not part of EEOC and federal law, it’s a Human Resources standard requirement in a large corporation like Chevron. Managing as many employees as this company has, there needs to be some order and reason to why we are managed and paid what we get. I’m the first to admit I don’t like our current PMP method, but then again, nothing can be absolutely without flaws. The PMP we have is the established norm and is what it is. In our current state of affairs with the looming widespread layoffs and all, my view is to simply cut and paste last year’s PMP, make some minor tweaks and waste no more time and effort. The PMP won’t save you, even if you could walk on water. Continue doing your job, not be seen as a slacker and don’t pi-s off anyone. Good luck to all.
PMP
Deliver results: Apply for AEOI
We Lead: Utilize resources to gain new career opportunity
Sounds like EE's all around.
In all seriousness, they are still trying to push the "act like nothing is changing" BS. Starting Feb 28th things will start getting interesting.
COPY AND PASTE…..
its just a black and white, going through the process documentation
no meaning behind it
PMP are lame. I get the same raise/cip regardless of ratings, & no promotion. whats the point.
I’ll put down whatever Copilot says is a good to put down on my PMP. Isn’t that what they told us to do anyways? Like a previous poster said below, it depends on how good your supervisor is and what they think you are. Most supervisors don’t even know how to advise what exceed expectations means or give concrete examples on how to achieve it. I really want to stay here but until this re-org happens everyone is distracted anyways and not focused on getting anything done around here.
@az+1 my PMP goal, find you in the wild and nicely show you what happens when only the 1% has the means to buy their own product.
@az+1jmq8thsc
I received that goal too. My response is, "The new engineer should learn as much as they can and figure out what your boss wants to get done". That is how I learned the job. :)
Many of the managers do not even know the workflows to get work accomplished.
The upper managers are the only ones that will have job positions in the new org until the Engine can get staffed up over the next 2 to 3 years and then the managers in the Engine will replace the US based managers. Oh My!!!
Spent two hours in a meeting this week with my supervisor telling me how to craft a good PMP, which was the same spiel as last year with no self awareness of current situation. Same supervisor couldn’t even explain how many cascade goals would actually be measured, but very important we include them.
Goal on pmp - support successful transition of your job to ENGINE.
Been asking for over a year for a KJR so I can align my PMP to it. Still waiting…
PMPs help provide busy work for HR - develop, create, write, rewrite, new format, new goals, roll-out, website, rinse and repeat.
PMPs really don’t really matter unless your supervisor truly doesn’t have an idea what you are doing, which is the case for most people who are part of IT have sub chapter heads as supervisors. Honestly I wished they just had results on the PMP and that we had to explain how we used “we lead” behaviors to achieve them as a key differentiator. Can someone pass this along to HR?? My supervisor also passed along we lead goals which are so generic that I have to find something lame to achieve them against.
Distraction
Rearranging deck chairs on the Titanic my friends.
100% agree. My supervisor cascaded agreements which are so lame that adds 0 value to the bottom results or are SMART in any way. I plan on doing nothing further to my PMP and will apply to jobs I would not get just so I can stay on the payroll as long as I can before I can EOI. I’m someone who was very proud to work for Chevron, but Chevron is not going to be the same company it was post re-org and probably will have very little career advancement opportunities if you are in any type of corp function.