Two VCs even though my workload increased substantially and took on new initiatives. I just nodded my head and said thank you that I still had a job while in my head I’m thinking yah that’s a bunch of BS.
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While I appreciated the reduction to two categories on results, why can’t we just focus on results and include how people aligned, built relationships, and grew their capabilities to achieve them? It’s obvious we are just numbers and that goals and shareholder return are the real priority. Why can’t we be transparent about that in our performance reviews as well? That said, I’m grateful to still have a job and if you want me to take out the trash too, I’ll do it. Taking out the trash probably adds more value then all these other things you are asking me to do my pmp like requesting feedback on myself or forcing me to share how I used the enterprise standards etc. Rate me on my final results and value delivered to the shareholders. The shareholders don’t care if I delivered it collaboratively, grew my capabilities or built relationships etc
Has anyone actually come across a high quality PMP that’s clear both in metrics and meaningful results? It seems like there should be well defined examples for every PSG level and role type. Ideally, supervisors would clearly outline what “Exceeds Expectations” actually looks like in practice. Unfortunately, the ambiguity often feels intentional as it gives them room to withhold EE ratings. At this point, I’m honestly just content to stay employed, do my work and collect a paycheck. I’m not sure traditional “careers” really exist at Chevron anymore. With the way things have been going, I’d bet another reorg is coming within the next five years.
- Workload != value. 2. Valuable Contribution is a great rating. 3. Many a supervisor are conservative at Mid-Year. It's harder to down at the end of the year instead of going up. 4. There is a greater focus now on differentiating performance between VC and EE, so start differentiating.
@c3+1:
Straight EEs huh? How many?
@bw, be thankful you have a job. I would be glad to do PMPs and go in an open office everyday, if it meant keeping my job with at least the same PSG and benefits.
Straight EEs
Not that it matters
PMPs are a check the box exercise- especially when your manager has no idea what value you deliver. It becomes Who can brag the best exercise
Now I have to prove my self to a new supervisor. Starting all over to earn a promotion smh
@bn because we have a LT who enjoys gaslighting us. Does it make sense to pause the dog and pony show the PMP is? Of course, but that would mean admitting we’re in a complete mess rn and there’s no way they’re gonna do that because they don’t care! I marked all my agreements as “In Progress”. Effem’!
Dude it is midyear. PMP ratings don’t matter midyear
How does a biased “system” go?
What happened to the response that said EEs will be very hard to come by in the new org? Funny the HR post po-po are hard at it here. Sorry…. It was seen before it somehow disappeared!