Professional and Technical Tier guidelines have those positions
Associate
Expert
Senior expert
Principal
Senior principal
Chief
Do they correspond to a specific CL?
Or rather a CL band (like 27-29)?
What’s the base pay for Expert or Senior Principal ?
as an external hire, just because everyone can see other people’s “tier” online I inferred this isn’t the same as CL. Anyone can shed light on what it is and how to upgrade this ?
@jh I think it's hysterical to see people putting the "advanced" or "expert" from their internal job titles onto their LinkedIn profiles, like it will mean anything outside of XOM.
@gr they want to “reward “ people by giving them words rather than giving them money, and people rightly think it’s weird to see managers and supervisors who have zero direct reports. Just think of those people as team leads and move on.
If tiers are not correlated to CL, which is directly related to pay, then what are the tiers for?
Not meant to be a cynical question (or maybe it is) wondering how to make use of this
Tiers are not correlated to CL.
Almost all CLs got inflated in the 2005 to 2010 timeframe, when executive level Senior Technical professional positions (STP) were created in the upstream. back then EM had nearly 100 executive level STP. Today we need maybe 25.
The CL inflation of CL 26 to 29 occurred because we needed bench strength to fill over 100 executive level STP. Now we need far fewer because Upstream projects, production and Geo are much smaller. SO Fewer CL 27 to 29 need to be developed.
Fewer Executives are needed also with fewer countries that we are operating in...Hence fewer CL 26 to 29 need to be developed.
Until scope of business increases more countries, more operations. I assume something similar is happening in Downstreamand Chemicals as refineries and plants close down.
@d7 Wells (Upstream) has always had a purely technical senior principal. Maybe more than one?
@dt As an experienced hire, you get the recognition, projects, and treatment of a campus hire at best but when it comes to evaluation and punishment, they expect you to perform at the highest level they have, basically “chief” level. Amazing how you’re junior when they hand out opportunities, but magically senior when they hand out punishment.
Experienced hire here. The classifications are as bogus as anything else at this sh_th__le company. I'm classified as "Advanced" - even though I've technically done all of the things described in the "Expert" category (just not at XOM) and score as "expert" in the annual benchmarked knowledge tests they make us do. I discovered that a different experienced hire in my same area is classified as "Expert" even though he couldn't figure out how to calculate per person cost on a bid he was evaluating (asked me for help). I was like "Really? This is basic math, dude."
The new titles you see in Career Connect dont correlate to CL exactlty. The professional paths (Associate, Advanced, and Expert levels) correlate to CL levels up to CL29. The professional track also includes the FLS and SLS.
If selected to more senior roles, the new SCE framework allows CL 27-29 for Principal, Sr. Expert, and Sr. Principal roles in no particular order. Sr. Experts and Sr. Principal can get to executive level. Chiefs in theory can be less than CL 30, but i expect that'll be an exception than the rule. The SCE roles allows for an increased number of technical track roles, technically without having to become a manager. We'll see in time if any Sr. Principals or Chiefs will have pure technical careers.
As for Pay scales, they're driven solely from you CL, not role. There are many prior posts on this site that address the salary bands.
The new D&S model is definitely not an upgrade. It is an absolute steaming pile of horse you know what. This is another smoke and mirrors show so that the downstreamers can control the upstreamers
I have seen principal from 26 to 28
That’s a good question. I just wrapped up some of those spots as LT friends and flunkies.