I’m hearing 2%, so basically continued pay reductions since it won’t even keep up with inflation.
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If the Delta variant forces the EU and US into another lockdown in 2H2021, expect the Jan. 2022 raises to be postponed. One must remember that cash-flow and OPEX savings are more important during a global pandemic.
The upstream engineering (technical) payscale has been substantially reduced.
Your pay falls within a scale. If you are an O but top of pay scale, you get none/minimal raise. I understand they lowered the upper limits of the pay scale last year.
The ranking process is a farce and the root cause of corruption in EM. It allows a group of sometimes unrelated, incompetant tankers to demotivate and destroy employer morale and loyalty. The current process lacks transparency and must be retired.
See
@uco How much do you think you’re worth? If you’re like everyone else (including me) you probably don’t do much actual work. That includes executives who spend most of their time in meetings (i.e. socializing).
The problem seems to be that a lot of people are living beyond their means. That’s not your employers problem, especially if they already pay you $150k - $220k per year.
@saj+1bUgVQQe
So if you make at least $150K/year and you live decently, you don’t need any raises anymore, not even for inflation ? Try to lead by personal example, Darren.
The top 40% are all useless hi-pos. Let them quit and keep the people who do the actual work. If anybody still imagines that ranking at XOM has any connection to performance, they’re either delusional, managers or future managers.
With the pip and layoff, most people will fall in ranking and are now above their salary band. This means minimal raises. The Salary budget can go up by 2% by giving minimal raises to the majority of people, who have fallen in ranking while still giving solid raises to the few that actually rose in ranking or got promoted. Ranking matters. Reward the top 40% really well or they will quit.
OP here, I wish I made $150k/yr
@OP Are you having trouble living decently on $150k/year? If so, maybe you’re doing something wrong.
The average salary budget is up 2%, that means some get more and many get less
@bnu interesting if this is actually real or not. But thanks for sharing, if it is.
If I’m in line for a CL bump (hoping it’s 24 to 25), and I’m VG/E ranked (expecting), how much can I expect approximately? I’m a fairly new EH, I don’t know how much to expect with a CL bump in the base anyway.
The only salary increment that matters is Darren’s.
He’s underpaid and undervalued for his genious.
Contribute to the GoFundMe, guys.
While ranking may matter. Performance has little to do with it.
@mka+1bUgVQQe I believe they go by 2-year sustained performance levels but that may just be for promotions
Do wonder if they will take last years rankings into consideration when coming up with salary treatment since salaries remained static (except for OWD). I know people that were ranked in the top last year and dropped a rung or two this year. Is that “outstanding” performance from last year just a throw away?
It depends on your function but the 2% may be a 2% program. Meaning that 2% of your functions budgets will be devoted to raises. Then that 2% of budget is distributed across rank groups.
Your Salary treatment depends on your performance. See below for 2022 raises effective Jan 2nd:
O with D - 13%
O - 11.2%
E - 9%
VG - 6%
G - 4%
NI - 0%
I’ve heard the higher performing individuals will receive decent raises this year.
Key message: Your performance matters.
There are different US salary treatments dependent on your function. That’s not the engineering salary treatment. Also, that’s an average salary treatment. Higher ranked individuals will receive higher raises.