Thread regarding Chevron Corp. layoffs

The Talent Cards will not even be looked at. If they need to see your Talent Card, you're toast.

Bruh ain’t no one looking at them sh--s lol you guys really think so??

is it fine if we still have the html stuff for formatting they asked for originally?

TALENT CARDS MUST BE UPDATED/FINALIZED BY MAY 9. They are going to export them from Workday into the McKenzie job tool.

Why someone still believe in talent card today and believe in US job? ELT is successful with smoke and mirror. did they boil the frog from cold water gradually that he does not know what happening and planning to come? lol

This is one way not to GAME the talent card to align with the job posting requirement.

This is perfect.. show what your skills and history without updates

Before posting jobs?
That says something about everything at Chevron.

"they were largely symbolic, more of a checkbox exercise than a tool used meaningfully in decision-making."

That describes about 80% of everything in Chevron.

@aw+1
Spot on

They tell us to fill out the talent cards to give the illusion that we’ve got any kind of control over our futures. They don’t care and don’t look at them in the selection meetings unless there are two candidates they are deadlocked on, then they look at everything to try to find a differentiating factor. I was in PDC meetings (though not as a PDR) for several years, and most of the decisions are made beforehand or very quickly by the job reps in the actual selection room.

@aj+1jt8h0ke2
Thank you for your candid feedback. It's nice to hear an honest view of the politics of selection, promotion and opportunities.
I believe the Talent Cards are a way for HR to defend against employment lawsuits but I also believe Chevron's severance package is very generous and in most cases should be accepted by employees that are leaving. I was laid off from another company many years ago and I was taken from my desk and walked to the door without a dollar of severance and my paycheck was stopped at the hour of my discharge. I had a stay at home mom as a wife a 1 year old baby. Tossed aside like an empty beer can. It took me 8 months to find another job but I won a lawsuit for wrongful termination and received the equivalent of what Chevron provides to laid off employees without the need for an attorney and a court case.
So Chevron provides a generous severance package and they give you the time to get back on your feet. If I don't get a job in Phase 1, I will be disappointed but I will dust myself off and be thankful for the time I worked at Chevron.

As a retiree who stepped away last year after 35 years with the company, I want to first say thank you. It was, in many ways, a fulfilling journey, especially the first 25 years, which were rewarding and professionally satisfying. Unfortunately, I can't say the same about the final decade. During that time, the work lost its meaning for me, and I stayed on more for the paycheck than for any real engagement or passion. The environment had changed, and frankly, it was no longer an enjoyable place to work.

Now to the point I want to make: Talent Cards. In my experience, they were largely symbolic, more of a checkbox exercise than a tool used meaningfully in decision-making. I never used them in any substantial way, and neither did most of my peers in management. Promotions and mobility weren't about what was written on a Talent Card; they were about relationships, visibility, and, increasingly, meeting diversity metrics.

Let me be candid: the system has become heavily influenced by DEI targets, sometimes to the detriment of a merit-based process. In cases where teams were predominantly white and male, there was clear pressure to change those numbers, often regardless of actual performance or potential. The Talent Card, in those situations, was irrelevant.

We’re all adults here, and I think most of us recognize that the internal movement of employees is driven far more by who you know and what demographic boxes you check than by what’s on paper. Talent may open the door, but once you're inside, it often stops being the main consideration.

Bold strategy cotton , definitely makes you wonder why profiles are being proactively pulled without even being able to assess what jobs are open …..have to think folks will be chosen ahead of time for their current roles or roles not even applied for. As poster said , good luck y’all some of us are gonna need it.

That’s just a method to get you beg for your job.

The only time anyone will ever read the talent card is in the event that an incumbent took AEOI and the job owner doesn't know the people who applied for the position. That will happen, but not very much. Most talent cards won't be looked at.

Talent cards are how Chevron gives you the illusion that your future hasn’t already been decided.