HR has been hard at work changing the advancement guide so that promotions to higher CL will be harder to achieve. Also with new strategy to hire outside talent for executive roles they are considering bulk shifting down all ultimate potentials to make room for the external talent
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All work in HC10 countries has been declassified one or two salary groups lower. A CL-30 job description is now a CL-29 job.
A CL-28/29 job is now a CL-27 job.... etc.
More work is required at significantly lower salary group.
Fu-k that or this I am retiring and working for another company. I don't care about this stupid rat race to CL 30. I just want money and pay. There are a lot of other service and chemical companies that will pay big money contract that we can work for. Have fun in this fixed squid hunger game. I am tired of all the games and politics. I am lining up work with another company and will retire this year when everything is ready. Keep chasing the carrot you id--ts. You will never catch it as it will be held just beyond your reach. I am going somewhere else for my carrot.
Good, look at the d-mb MFs in that rank group now.
Overall, this seems to me to be a way of flattening the managerial ranks without a layoff. If upward mobility is reduced to only a few select HiPos (~2%), the remaining will ultimately self-layoff to other opportunities or have to be satisfied in staying on the technical path and retire at cl28/29 (if they still have technical skills greater than NSI levels). In an ideal world, EM could benefit long term by promoting only the best. But that means you have to be realistic in identifying the parasites, and we know how well that's gone. Maybe the rise of external executive hirings signals we have made progress in this area. I'm hopeful.
DW is putting everyone on the downstream pay curve or something even worse!
Beware that promotion to CL28 late in your unsponsored career. They are just refilling the bottom of the rank group and your RG will drop so the HiPos moving quickly through that rank group can be given RG 90+ and keep the average at 50. They must refill that rank group to replace last year’s PIP sacrifices.
The important part isnt what happens to cl 30+. Its become much harder to make 28 and 29. If you aren't already a 28 its gonna be hard to make it in the future.
If your only goal is upward mobility, parking at CL28 would be terrible i guess. But I wouldnt say no to that CL 28 salary over a long stretch.
CL28s are in a very bed spot now with the new mandates coming down. The chance of making 29 is very small at thisnpoint
And the lack of integrity and demotivation as they use false narratives of your performance instead of saying they are artificially capping the numbers and your progression. Both Sr Leaders and HR are conspiring on this. Fortunately for them it’s hard to measure the negative impact they are creating
How many of us CL28 have been told we have executive potential and are now seriously questioning it!
I don't see how this situation works itself out without either 1)layoff of 28/29 levels 2)layoff of lower levels and nobody can move up until the current 28/29 retires. 3)capping all current 27s into place for years and years.
Good luck keeping all these smart people waiting for years....
Any reduction in cl30+ means a tremendous lack of opportunities for all lower ranks. If you need 3 candidates for each 30+ position then you need 3 candidates for each of those candidate positions and so on. A reduction in the top positions cascades exponentially down through all cl's. If you're hiring external for top positions you've basically thrown a wrench in the whole machine. Must su-k to be those execs waiting in line.... Having sacrificed so much with the hope of top jobs.
Really bad for 26 and 27 folks as you are no very unlikely to ever get to 28.
Remember a CL 38 means you are promoted every 3 years over a 40 year career. and only top 2 quintiles are eligible for promotion...That means once you are a CL 30...and ranked against other executives you are in the top of the executive rankings. Most people do not reach their potential...only the top 20 percent of CL 28 will get to 34 or higher and only 5% will get to CL38. They want at least 3 candidates for every executive position and only 1 will get there.
I’m If someone is in the mid 40s and is a 28/29 and have a potential of 34 what’s likely to happen?
Can anybody translate CL to potential titles? Is 34 VP? 38 Sr VP?
Operations is being asked to identify 38s even faster.. so now it's you're a 38 or you're trash
This has been happening for the past year or so... Not sure why you just realized this now?
Who cares about CL 32+??? The real news is that CL28/29 are going to be alot harder to get going forward.
I always thought potential was BS anyway. Attaching a number to you when hired & before you are observed working and then using this arbitrary label as the ultimate factor for future assignments & raises? So stupid.
the challenge is a 38 pot can at best hope to get to 34 and a 34 to a real CL of 30.
In reality most will tap out at 29 and provide services to execs coming from outside.
The model of grow from inside is gone, everyone look out for yourself. May have better chance by leaving and coming back as exec
Yes, forced to rationalize up to 38 or down to 34. This happened a few years back…
So what happened to all the CL36s? Are they CL34 or 38 now?
My exec told me this two years ago.
What CL potentials remain
@fzu+1vQtaka3 They got rid of CL potential 36 this year.
Old news. This was implemented at least two years ago. Where have you been?
Sorry so excited got to sign my name
That’s a great cost cutting initiative
Confirmed across GBS also. Different times ahead.
They've already gutted potential this year. Your supervisor should have or will communicate this to you. They essentially removed low/mid level exec tiers. Less fat at the top, however cutting some folks at the ankle for sure
Already done. Good luck repeating the career path of the old timers.
This change is already complete and documented or underway?