I became a PSG 25 in 2017 with CO 94%, today I am 99%. each year, I am either 2 or 2+ in old system, and always 2 EE's, 22 VC's. So in 5 years, my CO moved up by 5%. Is this normal???? thanks
23 replies (most recent on top)
Everyone eventually reaches a grade where they are a 2 or middle of the potato or whatever it is called today. That's the way it is in most companies. Pay grade and ranking are relative measures but your contribution eventually becomes absolute and when they converge, there ya are. Be happy in the middle of 24, 25 or 26 or wherever you land.
I was not a hi pot but I had to develop two of them. In order for them to have double digit years of managerial contribution they need to be developed quickly and move on. Most people don't want to make the sacrifices necessary to become high level management. For those with the talent and willingness to do it, God bless 'em. They will earn more money than they can spend but the residual stress will take its toll. There is something to be said for attending your child's games and being an individual contributor. Sorry for the ramblings. There are several topics in this thread.
Sounds like you’ve reached your ceiling! You have done well though it takes a “special” person to break into PSG 26 and above and all its privileges. You will still get some type of raise and that nice bonus and eventually a great severance during the next couple of rounds of layoffs!
You're clutching at straws. CO has nothing to do with promotability, only your high-pot status and (maybe) performance influence that. CO is just some old, tired 2000's HR term that is still around. If you're nitpicking your CO looking for a promotion, you're going nowhere.
@4mhb, being a hi-pot, you would get higher raise with more development opportunities?
@2izo, that corridor you describe sounds more like a colon. It constricts more and more as you pass through it, until all of a sudden the company squeezes you out the back door.
I was a “high-pot” and moved jobs every 2 years or so. Sometimes you would be put into jobs you never thought you would be in because you had no business being in them. After doing this for quite some time, I was tired of being their puppet.
Nothing a good deodorant won’t take care of.
Ooops, I thought you asked what’s wrong with my BO…
@3pmn, high-pots are "not advertised", but they're easy to identify. Look for people who a) have a long history of 18-24 month assignments; (that's the #1 dead give-away) b) are given the high-visibility, low-effort jobs on the team; c) officially (i.e., "staff") or unofficially shadow the manager 24/7; d) usually put together the powerpoints or spreadsheets for their managers; e) make little effort to advance their technical careers, but major effort to take on managerial and "advisory" responsibilities. In the old days, they would also get all the "plum" rotational assignments, such as Aberdeen, Perth, Singapore, etc. These are people who are never held accountable for difficult decisions, and are virtually devoid of any technical accomplishments.
@2lml is hi-pot secrete and not supposed to tell people in the team who is the hi-pot in the team? does the hi-pot change each year?
@2lob I guess supervisor will have more motivations to promote people under him/her so that he /she has more budget for salary action.
As you go down the corridor the walls get more narrow until they actually close at “their discretion”! They also have to “take” from the haves (those who been around a while and have basked in great pay raises and promotions) and give them to the have nots who are just entering the corridor to give them the sense of “whatever”!!! Good luck, sounds like the head winds are hitting you now.
What i don’t understand is what happens if the whole team is over CO?
Does that mean that the supervisor would receive no budget for raises so nobody on the team would get a pay inc??
Yes, @2kau, and now SR and HR have used the 'new system' smokescreen, with all its arcane rules and processes, to return raises and promotions to the whims of managers. As countless others have said, there is no rhyme or reason to predicting (or working towards) position or financial success in Chevron, unless you are a high-pot.
Ranking systems now suffer from "grade-flation". Give everyone a basket of EEs so they think they are doing superbly. What it amounts to is that EE is the new 2.
what is even worse, some groups give EE very generously. My friend in IT told me he easily got 3 EE. I guess the supervisor tried to make PMP conversation easier. But eventually all this will be translated to salary action which is final. So, what a subjective system still!!
Theres less differentiation among employees with the new system which results in less differentiation in raises.
@1yys, that is NOT correct. What you describe is the old system. There is no formula anymore. Budget is calculated base on how far each employees CO is from the midpoint, but then supervisor allocates subjectively. No formula.
The system will move you 1/3 of the way from your current CO to 100% if you are a 2. It will move you 1/3 of the way to something higher like 110 if you are a 2+, 120 for a 1, 90% for a 2-, 80% for a 3.
It’s a very subjective system and always has been. No matter if the company revamps the employee ranking system again, the outcomes will mostly remain subjective for most employees of all stripes.
I feel like a 25 should understand the game. You’re CO is going up slowly due to structure. The new system is ALL about where you are in your CO. A 4 EE coukd potentially end up with less than a 4 VC
I left at the end of 2015 as part of Alpha (after 40+ years) and was a PSG26 in a placed job getting 2 to 2+ PMP rating. I was a PSG26 forever and at the end was getting no CO increases (and I did not EXPECT to get any increases based on understanding the system). I am not familiar with the new performance rating system, but based on the limited data you provided, your situation is "normal". If you are on a technical ladder or in a multi-level placed position you might see some more bandwidth in increasing your CO, but if you are in a placed position getting middle of the road performance ratings ... then getting much over 100% CO will be a challenge. Getting middle ratings means you are doing what the job requires.
I would check with those folks on the layoff site for PSG info. They know everything, they have all been layed off or getting ready to be. They are very knowledgeable for sure, cream of the crop.
26 is a big hurdle. And from what was explained to me, getting 2 EE’s in the new system is like a 2 in the old system. Three EE’s = 2+. Four EE’s = 1. Likely varies from supervisor to supervisor tho.