Thread regarding Chevron Corp. layoffs

For the last two years I have received 4 exceeds in all four categories so I know that it’s possible to do well in ratings. What I can’t guarantee is that those exceeds will do anything for you or get you a promotion. I have been up for promotion each of those years and denied. Reason 1 is there was not a business need for a promotion, and reason 2 was that Chevron wants their employees to be in their respective PSG for at least three years before a promotion is even considered. Obviously a lot to digest here. Company is not the same it once was in terms of rewarding their employees. Not much we can do however unless we all come together and do something about it.

Correct. And those same people are here complaining daily that other people get promoted to positions that they don't and they keep blaming everything under the sun, management, good ol boy club, nepotism, DEI, whatever they can blame it on. Look in the mirror. Improve yourself. If you have the talent to move to another place do it if you think you are all that great. If not be happy that you have any job. At least for now.

I agree with @3wey. I've worked for a few other operators and it's not hard to run circles around people at Chevron. People here are babied a lot and the bar seems to be set pretty low. The complainers here are probably suffering from the Dunning Kruger Effect... People here seem to lack time management skills and it's weirdly expected that you attend a bunch of useless meetings that could have been emails. We were hired to do a job so just do that.

It's literally LAUGHABLE that so many of you bottom feeders consider yourselves "high performers".. No wonder you are all deluded that you are not rewarded properly. Therein lies the problem.

End of year comments were hardly correlated to the actual face to face conversation. Performance measure was lower for one of the we lead buckets. Guess it is final… is there any value in discussing with my manager? One point they did give me credit on, I had nothing to do with, so wondering if manager mixed me up with someone else.

I got three EE's this year. Maybe you should do better.

Ratings don't matter. They haven't since going to this system.

EEs have been handed out like candy… based on how much your likes you. Now the directive is it much be truly earned with your boss’s boss being the check/balance. As a supervisor your now have to to be able to justify to your boss why you gave the EE (unlike in the past).

4 EEs here. I think the standard is higher these days to get an EE overall. Even more so the more you progress in your career; higher expectation/standard.

No weight whatsoever, and there is NO directive. I got 2 EE. My increase will be the same or less than yours lol

The salary adjustment you get is from what your team is assigned independent of your performance [it is based on CO and structure %]. If the team gets limited budget, then there is not much to distribute from the start. Your ratings only matters among the team you are with and how your supervisor deems to use that for salary adjustment and bonus as described in previous comment. The ratings in the long run has a component in your promotion but that element is not that of a big if your supervisor and his/her boss is already on board to nominate you for promotion.

@OP I am sorry, but you are ill informed. The budget for bonuses your supervisor will receive is set and is based on the number of employees he/she has and their PSGs (not even the CO comes into play for the bonus). In theory, your supervisor will distribute the budget based on PSG bonus targets and performance (taking more from one to give more the high performer). Great that you have a conspiracy theory, but I am sorry to tell you that is you get a low bonus payout is because somebody else in your team outperformed you.

You folks worry too much about this, when it comes to layoffs and associated rankings.

The key factor for layoffs (which strangely enough nobody mentioned) is your position within your pay range.
I am located at the bottom of my range, 78 percentile. This would make my layoff much less cost effective than the layoff of my colleague/peer located at the 30 percentile.

They are doing these layoff to cut costs and improve free cash flow, not to punish you if you have 1 or 2 “expect more” over the last 3 years. Analogously, if you have 1 or 2 “exceed” it’s completely irrelevant.

A way to accomplish LOWER bonus payouts and legal way to identify who to layoff!!

@OP+1w27uhcm:

Are you over 50? Expect to be eased over to the door gradually if you are. They cant lay off high performer old folks., but if you are mediocre, you are fair game.

Interesting mix of things at play here. Chevron recruits high performers, and it’s a crushing blow to our identities when we don’t achieve - particularly when this downgrading is performative and contrived. We do need to realize external validation is toxic, particularly within a system that designed to limit recognition.

BUT - the reasoning behind all this is such nonsense. “Because the company isn’t achieving our higher stock prices, we can’t REALLY have this much high performance.” That line of thinking completely fails to recognize that perhaps the structure and processes themselves are the problem. That even if someone is absolutely rocking their job, ultimately the tasks asked of them are pointless/low value. That, dear LT, is a leadership problem.

And this is why Chevron is trouble. Our execs are pointing to every reason for failure, except the ones that actually matter. Their egos have lead us directly to the iceberg, and now they’re screaming at the kitchen staff because the poor tasting food made them do it…meanwhile the ship sinks

PSG 21, Two EE and two VC this year. The difference between one and two EE does not seem to be that impactful. The bigger effect will be the 0.9 CIP or lower they have been manufacturing consent for the last six months.

If someone has some math on 1 EE vs 2 I'd like to see. It still seems dependent on how your supervisor shifts that dough around your team.

Bloody self identified high performers endlessly whinging! There is a lot of you out there and you have all fallen for the corporate trick because they know you need lots of praise and you will just keeping trying harder and harder for a little recognition. That’s really what all the psych testing at the interview is all about. It is very amusing and I always wonder when you will recognise that it’s your life outside work that matters.

You are right, it's a fact. If you go into Workday and view your bonus outcomes for the past 3 years, you'll see the decline in payout. Yes, our bonus is also factored on safety, etc. but either you're a high performer, average, or not. It's that simple. Shame on Chevron for inadequately rewarding employees. I've been waiting for a promotion for 2 years now, what a joke, for managers are afraid to be the one to make significant salary and bonus increases. Oh, and if you're a high-level PSG (pay scale grade), you're probably getting the big bucks, and lucky you.