Thread regarding Chevron Corp. layoffs

You must be new because the game has been rigged for a long, long time.

@vt HR just sits atop a mountain dictating to us that we need to be held accountable, while they don’t do actual work. They are a drain on our business and should be outsourced. They know this so they deflect and create more hurdles for us to jump

@bs Environmental is planned on being outsourced.

@vt,
Thats so true! I am counting down the days to retirement. So sick of this dysfunctional company

A little off topic but related to PMP results: whats the prediction on what the cost of living increases could look like? What about bonuses? Or did we already get our “bonus” with the additional paycheck last month?

So glad that I’m near retirement so sick of this BS HR craps…change every year to keep themselves employed and to bring the moral lower and lower. Our environment is becoming toxic like Exxon’s. Only a bit better with 9-80 and CIP but I’m sure those will go away too over time.

@ra 💯

Who exactly thought a toxic system was a good idea? For sure, not everyone is a top performer and some are poor performers. I get limiting EE, but force fitting quotas on the low end will backfire.

If only they rated our executive team using the same rules, right?

@OP
We were told recently that we will not our evaluation ratings until late feb / early march. That is so the low performers don’t stop working and check out before the PIP’s are implemented. Next spring will be a big change at Chevron. The PIP’s will create a dog eat dog world, pitting worker against worker in a game of survival. I am not exaggerating, I saw this at a previous employer during year over year layoffs. People will begin to close off sharing knowledge and information to succeed on their odd ed n merits. But in the 20+ years I have titled at Chevron, very few people can succeed on their own because there is do much cross team collaboration required to get anything accomplished. Good luck everyone!

@e0
Then only the Tech oligarchs will have money :)

AI will identify the poorest performers and send them a pink slip.

And eventually everyone will get a pink slip (when AI runs the world).

Exxon uses 5:
Outstanding (with sub-bucket of Outstanding with distinction)
Excellent
Very good
Good
Needs improvement (with sub-bucket of needs significant improvement)

Trying to figure out why each of the majors needs separate executive teams if we are all just going to follow what Exxon does.

@av
I have noticed some of my team members are treating others this way.

Everyone will be searching for the weakest team in the company to join and make themselves look good. Chevron Environmental will see a surge of applicants.

The main point getting lost is that the new system disincentivizes teamwork and collaboration. If my rank can’t be the same as my team then I have an interest to undermine my peers and hope I’m perceived in a better light.

Rating systems may change (and by the way, this is not much different from the 80’s believe it or not) but what doesn’t change is accountability to call out performance honestly. Changing the system every few keeps HR employed. What happened to removing the labels? It’s an exhausting process . All you can do is your job and document what you have accomplished and be sure people other than the direct supervisor what you accomplish.

Back in the numbering system days, we had a group that were all top-notch performers and another group that were all duds. We had to let one of the top performers go and had to keep five of the six duds. I was looking around the room wondering if anyone else noticed the absurdity of the whole thing. Apparently not.

It is the same old system. When I started the ratings were Outstanding, Good Plus, Good and Needs Improvement. Than we changed to 1, 2 plus, 2, 2 minus and 3. 3 always meant a performance improvement program and a second 3 was a pink slip. Managers were never forced to use 3 and seldom forced to use 2 minus. I wouldn't worry. Worst case, each Department or BU will have to identify 10% "E" or 10% "D".