Validate your skills like it's some kind of badge of honor that only means something to people who have never worked outside of exxon. Didn't do it exxon? I guess it never happened.... You d-mbdumb only exxon experience is worth something everything you did before you got here was fake work.
Stupid waste of time process. You want to save money throw that stuff and everyone associated with it out the window.
Hoping that the skillful use of my 9 inch tool is considered value added and the primary criteria for continued employment.
Otherwise I am really scroooood.
A large percentage of EM Managers and Supervisors have no business managing people. Corruption and a-s kissing seem to be the new norm for promotion.
@4toh That’s…concerning. It also explains a lot.
Spot on.
This is especially true in one of the EMTEC engineering divisions, where there are a dozen or more principal engineers, most with <10 years experience or no relevant experience at all, at least 1 senior principal "engineer" with no engineering education, and the list goes on. Several sites use annuitants & experienced consultants for technical advice than rely on these campus clowns.
@3dug It’s not just EM.
This is happening industry wide. I’ve seen people in principal roles with as little as two years of experience. Granted they held post-graduate degrees, but that only gets you so far. Want to guess at how they’re doing?
I think people sometimes forget that a PhD is an indicator of very narrow and specific expertise. It doesn’t mean “smart guy who can do anything”. All it really takes to earn one is putting up with massive amounts of BS and a lot of money. Take it from someone who has one (and leaves it off their CV).
They made a mockery of the Principal Engineer position. Senior technical people who made these positions used to have decades of experience and are true recognized expert in the industry. Now Execs and sometimes young HiPos treat their senior technical people with total disrespect.
They probably had a sponsor.
I honestly get improving the process overall but ExxonMobil needs to revisit their current list of personnel doing these evaluations. As this rate, they will never have more "3s and 4s" across the board. If ExxonMobil wants that, just say that and everyone will stop focusing on SDAs.
I'm sure they're not all bad. I have meant some good intelligent people at ExxonMobil who probably should be in those roles, but you know how that goes.
@2oua Interesting take.
I spoke with a “principal engineer” in EMTEC a while back. He only had 5 yrs exp and was clearly unqualified. He kept repeating “rule of thumb” over and over during the conversation, usually when trying to explain something he didn’t understand.
How in TF does someone like that make principal in that amount of time in a company like EM? Are people like that really the ultimate internal technical authority? And no, he wasn’t a “diversity hire” so let’s not start with that BS.
As a experience hire, I was told to take career connect modules to enhance my technical side. I came from industry prior to ExxonMobil and took federal courses in that specific skill. Not to mention I was hired at ExxonMobil for that skill and had to train my supervisors in that skill (because EM put anybody in supervisor roles). No leadership or knowledge? Career connect states "dont put me in a supervisor role because I su-k"? Sponsors saved you from PIP 89 times? No problem! Come be a supervisor and have full control over peoples' career at ExxonMobil.
To the Principle Enginner doing the validation. A quick background check on him outlines this man barely has any experience in the skill he validating. Wow!!! Next time I'll be sure to take some career connect trainings because that supersedes experience or federal training. I'll also submit a video next time showing him I can hammer a nail in a board. Oh wait? I can't do that on a spreadsheet, not technical enough...darn!!!!!!
Now I see why I was told not to join ExxonMobil has a experience hire. We are not welcomed here. Well, unless you have a sponsor or relatives who work/worked for the company. People in that category get the royal treatment regardless of work ethic.
The skill validation is based on irrelevant skills of some person in that role decades ago and validation process is shady as h*ll. A joke for experienced hires. If you are experienced hire, you just get a paycheck here. Don’t waste your time expecting a career.
@1ngp Indeed can be shady. Lots of ghost postings and company HRs looking for salary info.
Pro tip 1: when they ask what your salary requirements are, answer by asking them what their pay range/budget is. Most of the time the recruiter will dodge the question and say they don’t know. They do. Tell them you’ll discuss after they provide the range. 7/10 phone screens are just companies trying to figure out other companies compensation.
Pro tip 2: Don’t perform work for free. A lot of companies are using the interview process as a way to get consulting services free of charge. Don’t do mock presentations, or give in-depth answers to technical questions that sound too specific. I personally bail if they need more than three interviews to get to a decision point.
OP Darren has just announced six billions in NEW STRUCTURAL SAVINGS and you care about the SMEs and your skill validation ! Dude, you should be looking for another job LIKE RIGHT THIS MINUTE. You will be fired, laid off, NSIed and PIPed soon. What are you doing here? Hit Indeed right now.
What about starting with manager games
Good luck getting Exxon to recognise prior experience. They only care about people who hire in young. If you are an experienced hire you are wasting your time filling out an SDA. No one cares about experienced hires. The excuse is there isn’t enough time to develop you before retirement age.
Will write on my resume thst I'm lvl3 xom super dude.
Is the skill validation if you are level 4? How do they test it?
The back and forth emails to validate your technical ability is super exciting too!
The problem OP, is that companies, mine included, have hired “SMEs” from Exxon and places like it, then found out that the people we hired couldn’t perform basic functions associated with the job, or lacked the base knowledge required to do the job to a level of minimum competency.
So yeah, we now validate claims of expertise made by all hires, not just you. Too many of you are talking your way into roles that you’re not qualified to hold. This comes at a huge cost to the teams you end up on.
Last year I was Level 3 at taking 30 minute long dumps, but this year I upped my game to 40 minutes and wrote some "white papers" on my success and am now a solid Level 4. I am excited for the skill area to validate me.