I'm new this past yr to conocophillips and a coworker told me that he doesn't get raises because he is beyond his midpoint. Is this true or is he whinning?
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Salary adj were fair this year, no complaints. That was stronger than I expected, a very positive surprise
It is 100 percent true. They will try and force you into the next sgl by waving the carrot of a job change. This is usually a trap.
In the football coaching world they call 2026 the lame duck season. COP has no plans to extend you in hopes that you just leave on your own. This is officially purgatory.
Demotions not based on performance have become more common. Your role is eliminated but you’re well thought of and based on performance it is difficult to justify laying you off. They think maybe you’ll leave on your own so they place you in a different role at a lower SGL. You’re topped out in the lower SGL. More importantly, your VCIP and stock targets are reduced. So no raises until the bracket increases catch up to your pay. If you’re one of the few still in the pension game then financially it may make sense to stay a while longer. Humiliated and trapped.
Your performance rating and salary % of midpoint determine your raise. If your salary is more than 105% of midpoint then your raise is decreased by 1%. If you also receive a performance rating of a 4 - below expectations, your raise would be 0% instead of just decreasing by 1%. A performance rating of 5 - unsatisfactory also results in a 0% raise regardless of salary midpoint.
@OP Partially. The yearly raises are higher of you're below SGL midpoint and lower if you're above it. The goal is to push everyone in an SGL towards the center over time, and if youre significantly above your midpoint it's good reason to talk about an SGL raise.
Ive heard of a few coworkers who have been in the same SGL for a long time and they've maxed out what the SGL can offer so they get a miniscule percentage raise every year. They also don't have a desire for a job/role change so they're just stuck.
@OP this is true.