From what I hear leadership is going to be very strict with promotions this year. They used to hand them out easier from what it seems.
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Our guidance was no more than 10%, sustained high performance write up and business case was required and within career ladder. So many people expecting to be promoted when some sit for nearly a decade before moving to a role that gives them space to grow their compensation.
In your pay range, there's 3 salaries, low, mid, and high. Basically, mid salary value is 100% competitive objective. Usually to be considered for promotion, you need to be between the mid and high end of this range (at least 100% competitive objective).
I heard last day of Oct effective Nov
Nobody wants to answer for a young employee. What does that tell you about our culture
Not in a rush to promotion just trying to understand.. anyone have an actual answer
That's the problem, first year employees already in a rush to promotion.
I'm also wondering when they get announced / approved. I heard it was November. that seems late.
When do promotions get approved/announced? First year here.
The usual cast of high-pots and cronies will get the promotions. The rest of you? "Let 'em eat cake!"
The way I figure, across all energy, promotions / pay raises have been small for a few years. My guess is they’re allowing inflation to effectively work to lower wages for everyone rather than cut wages. Oil and gas is moving towards more of a ‘utility’ (e.g. Manufacturing) industry instead of the high-tech industry fueled by upstream in the good ole days. Our portfolio is predominately shale & tight which is a pretty d-mb process not too far off from ‘poke a bunch of holes and see what comes out’ type of strategy.
Promotion needs to be eared they are not an entitlement despite what many seen to think.
Work harder
More like 9-12% this year.
It is always around 20-25% of the workforce every year.
This is correct, it varies by function but this was the first year HR provided percentage guidance to each BU on promotion rate… I.e most are far less than previous years. (Quantity promoted).
Promoted right to your next employer
Not only promotions, but they’ve been explicit about lower performance scores too. This sets the stage for lower raises, promotions etc.
If management can’t achieve satisfactory business outcomes through competency/performance - the next lever is squeezing the work force. Classic play of a company in decline.