I have it on good authority that those with the new forced lowest ranking will be fired at the end of the year.
The genius move, is that this isn’t considered a layoff. So no severance is needed.
May the odds be ever in your favor
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I just heard this too…no more EOI…just weeding out now….so regretting not raising my hand last year..
Some tips on how to handle this year’s performance discussion.
https://www.instagram.com/reel/DNpA-NFyxOx/?igsh=NjZiM2M3MzIxNA==
OP
The business term for this practice is "quiet firing"
The ‘new PMP’ isn’t performance management, it’s layoffs rebranded so they don’t have to pay you for the privilege of firing you. Congratulations, you’re now eligible for Hunger Games‑style career development.
@dz This is correct.
The low performers will be deemed to be those that don’t politic. The ones who are narcissists and the ones who don’t ruthlessly advocate for themselves, often misleadingly.
Results won’t matter.
The perception of results will.
Chevron will increasingly become a company filled with people projecting the image of success, with no one left to actually deliver success.
So pleased I took the money and ran. Chevron is like a train wreck from which one simply cannot look away.
We have basically become Exxon without the results.
@aa what year do you think we are in
how true is this? have not heard anything on thr ABU grapevine yet.
Say goodbye to collaboration. Long knives out for coworkers. This company has turned into a nontransparent farce. Everybody better start getting face time with everybody in their management team. You will be let go if they barely know who you are even if you are rock solid at your job.
No issues if they were actually the “low” performers, but everyone knows that is usually not the case
Bring it on.. MW gets Expects more across the board.
First poster is how it is at Exxon. Chevron paid the same consultancy?
yearly facial scrub skin renewal
This is the way it should be. Yearly purge of deadwood = no layoffs.
@a7 What world are you living in?
If your asset is meeting performance targets then you are meeting expectations according g to what I’m hearing. So if you’re meeting OPEX/Production they have to give you a meets
I've been involved in this type of rating system. Management calls this clearing out the rot. If you are put on a PIP, your chances of surviving or having them sign off that your performance has improved are near zero. I never saw or heard about anyone in management getting this treatment. It stinks.
@a7
I disagree, the LT favors friends over performance. There are at least 2 people in my team that should not have been retained in the mid-2027 reorg and they received positions over other qualified candidates. They were selected in the reorg because they are friends with the LT. One of them cannot communicate verbally or in writing. So the selection is not based upon, "doing your job".
If you do your job you have nothing to worry about
@a3
It would be nice if they tell people so they can volunteer to go in the next year. I know several people that are interested in going out on the next layoff, if they volunteer they would save a spot for someone that wants to stay.
Ranked PMP's are too subjective and the PO/LT will rank their friends over other people in the teams. This has been happening for the past 20+ years I have worked at Chevron.
@a2 is correct.
That’s not how I understood it.
I was told that if you are low ranked, you have 2 options.
1: get put on a PIP and if performance doesn’t improve after 6 months you get let go with no severance.
2: mutual termination with severance package that amount to roughly 3 months pay.