Answer honestly, please.
31 replies (most recent on top)
absolutely not unless you have an objective supervisor who can stand up for you and fight for your promotion. other than that, it is who you know and your network who can help you.
too many of these examples in the Singapore office, especially in downstream and trading side.
incompetent folks getting promoted who does all the talking but dun do the walking.
@4ttg, I think you missed the point. No one is saying 103% CO is hard to meet.
@4bdd is saying that all 2020 promotions need to be above 103% for low PSGs and 105% for higher PSGs. The very strong performers, and quite frankly, people with tech industry type skills, get promoted much faster, before they come close to hitting 103% CO. These are the people who will leave this year for greener pastures outside of the industry. If you've been a 1, 1 performer the last two years and are a new PSG 19 Horizons employee, you won't be at 103%. You might be at 99%. You won't get a promotion this year. Tough luck.
CO is a measurement of performance since annual CO adjustment is directly related to performance rating. 103% CO is very easy to achieve, just get ratings better than 2 each year and you will get there in 3 years or less (depending on where you start). Anyone can do it any age and any PSG.
I worked very hard and was recognized for innovation and out of the box thinking several times while I was at Chevron from 2015 -2020, but mostly got promotions due to my willingness to take jobs no one wanted in places no one wanted to move to. Just when I was hitting my stride, they f**ked up my dream job with the re-org BS and I decided to EOI (which was another promotion).
NOPE, NOT IN 2020!!!
I just found out that even though I prepared all my promotion paper work for a couple of years of job well done and high rankings, the way that Chevron is doing promotions across ALL functions is that I have to be above 103% CO, or 105% CO for higher PSGs. How do you get to 103%? Just keeping doing a mediocre job for many, many year. That's why the old people are higher pay grade than the younger people. All these old people commenting on here about how the layoffs are about age discrimination. No, it's not. It's a COST REDUCTION EVENT and you guys are the most expensive.
EOI would not have really given me anything, but if Chevron wants really good technical people, they have kept around the wrong people, and now people who performed well but are not at 103% CO are going to be out the door.
BYE and F U Chevron.
From my experience, Chevron does promote on merit but it requires you have a decent supervisor who goes to bat for you and promotes you internally. I was fortunate to have this for most of my time at Chevron but the last couple of years I was with Chevron this was not the case.
The fast answer is no, but the degree of that depends on function. As mentioned below, HR is the worst of them, which we can say with confidence because we know how promotions are handled across every function. Some leaders also prefer having low performers in their support roles because low performers don’t push back on them. The more objectively your performance can be measured, like in some technical roles, the better but there’s subjectivity in every job. Assuming you want to keep your integrity intact, then focus on working hard and staying professional with others, but also consider that Chevron may not be the place for you longer term. Networks definitely matter here more than at most companies, unfortunately. Chevron’s game of how to get to the top is an easy one, the tougher question is deciding how much one’s soul is worth. Some sell cheap, others aren’t selling.
Some are promoted based on merit however I have seen too many promoted because of favouritism. Worst of all when I worked international I saw many promoted due to political and tribal allegiance (Angola) and senior managers who recognised what was happening stood back and let it happen.
You bet, Chevron most certainly promotes on merit. Those who brown nose and kowtow most often are the ones who receive promotions and pay raises.
People who worry about promotions tend to suffer. Those who get on with their work are pleasantly surprised when awarded a nice promotion.
The word is that there are basically no promotions at the end of this year. This means that people who are not tied down to the oil and gas industry will be leaving the company for higher pay.
It does not matter what your knowledge level is or how hard you work. You get promoted based on your perceived potential. Typically it is difficult to get a high enough potential if you are a person of color, too technical, qualified or appear outspoken. Your hiring manager is responsible for figuring out your potential along with the HRBP.
Unfortunately once set this cannot be changed and does not appear alongside your PMP rank but discussed in all promotion cases. This is why some are called HIPOT. That is your progression limit. May want to ask about your 3x3 rating to your supervisor and see the reaction :-)
After 20 yrs with company i can confidently say that Chevron doesnt care about experience and institutional knowledge. It promotes solely based on potential....as perceived early on in your career...( thats the key part) . If you haven’t made it to the ‘favorites’ list by year 5, forget about it. No matter how hard you work. It surprising how well the company is doing, really, in spite of this approach.
In HR you have to be a favorite by the proper manager that has RM ear. If you are in the wrong "silo", your screwed and your career grinds to a halt. Managers in HR have no idea where the talent is and are miserable to work with. The business should celebrate that HR is making sure that the managers cannot do what HR does to their own people.
Technical people are more likely to be promoted by merit, up to about PSG 25. Merit does come by experience and performance, so it is natural that more experienced technical people get promotions. The flip side to that is the longer you're with the company, the longer the time between promotions. After PSG 25 you have to be one of the 'favored' ones (no complaining, agree with management, lots of positive WP entries, show up at photo op volunteer activities, oh, and maybe accomplish something technical).
Managers are purely and simply a crony game at Chevron, absolutely everyone knows that, you're promoted and assigned based on what career path has been chosen for these 'special' people at about year 10 of their careers. In this D&I age, it will be very unusual for a technical person to be promoted to management.
Petro-tech folks seem to be promoted more by seniority ... some raise a bit faster and higher before retirement but in the main trajectories are not that different and everyone who does a reasonable job moves up. More competitive for cool assignments (expets in nice locations) to be sure and who you know certainly helps. The trajectories for management is more variable, and one can obviously raise a lot higher, but the life of sitting in meetings full time never interested me. To each his/her own but in any case strong networking has advantages over even high achieving introverts... such is life.
The Peter Principle is an observation that the tendency in most organizational hierarchies, such as that of a corporation, is for every employee to rise in the hierarchy through promotion until they reach a level of respective incompetence.
Interviewer: “What did you like most about your last job.”
Me: “Sometimes people had birthdays and there was free cake”
NO
Being a Mason certainly helps!
HR did 7 in cycle promotions within R4, however the message to employees is that there were absolutely no promotions unless you landed a placed position. They lied to us again.
Promotions, PSG bumps, etc often come at the mercy of your supervision. Sure, you can have fantastic performances, evaluations and the like, but ultimately supervision has to play the game. If that supervisor doesn't know the system and games, good luck. If that supervisor is close to retirement or foot out the door to new role or new company, good luck. With the new D&I focus, you will have a better chance at all of the above if you are of a group that CVX wants increased metrics in
If there are no promotions this year then why does the Leadership Team have so many meetings on their calendars about promotions? And no, promotions are not based on merit. As least not always.
In my career, I can remember a couple of egregious promotions/selections. In both cases, you almost felt sorry for the two people who were chosen who were less qualified than the other candidates. The staff pretty much shunned these two individuals knowing that they got jobs they should not have received.
2020 won't be a promotion year for many. the company sees you as fortunate to even have a job. why are you even talking about promotions.
It’s a combination of both. If you get a 2- your not going to jump to the next psg. However, I have seen people get promoted who are, in my opinion, not promotion material. The only thing they do is hang out and eat all their lunches with the people who make the those promotion decisions.
If you want to get promoted you got to have someone in your corner who is going to fight for you. Otherwise you’ll get looked over everytime. I’ve seen it multiple times
In my 30 plus years, I'd say they were fair, and good peformance recognized. Big factor is what group and manager you have. I had no complaints, and I'm a white male; but do recognize in last several years, being not white male could help....
Most PDCs do the promotions based on years in grade and rating. Strictly objective and data driven. If you are a consistent 1, you will be promoted every 3-5 years.
Regardless if you’re in Chevron or any other company, you gotta play the game. There’s a huge number of top performers who do great work, but choose to fly below the radar - could be their personality, could be based on past experience, fear of higher visibility failure, etc. This does not play well in their favor, as compared to those who get on high visibility projects and assignments, even if these people are not as great at what they do. If the project or assignment has seen only an ounce of success, those team members’ names will be more recognizable in PDCs and selection events due to the higher visibility. It’s not about brown-nosing, it’s about recognizing PDCs, selection events, and promotions are competitive. If someone hasn’t made themselves competitive, then it’s pretty much their own fault. By the way, I’m a white American male in my 40s, so not a minority, and not reverse discriminated against.
No. In a large number of instances promotions are based on favoritism and nepotism. While management preaches the Chevron Way Behaviors, it is unfortunate that in large part they are ignored and nepotism and favoritism rule. Not bitter just stating fact.