PDS SEASON

Now that we are starting the performance evaluation process, I’m reminded of how little the PDS process has to do with the actual work the employee has done.

The share holders have always been the number one priority, but that doesn’t mean the company has always royally screwed over the employees in the process of making profit and paying dividends.

Sure, the company has never been all “touchy feely”, but in all the 30 years I’ve worked here, there has never been such a disconnect between the quality of work and a person’s ranking. Not too long ago, there was at least some semblance of reasonable & fair evaluations (with decent pay). Those days are gone.

Many lost respect for the company & the PDS process when EM sent that BS email to all employees saying there will be “no layoffs”. A couple months later, they turn around and pass out BS PIPs and forced retirements.

Sending that “no layoffs” email was cruel and absolutely unnecessary.

I know for a fact the PIPs were just a thinly veiled layoff process used the company used to save face publicly. Some (if not all) supervisors were specifically told that they need to get rid of x number of people (regardless of their performance or ranking that previous year). The supervisor’s were also told who they’d (HR) suggest to eliminate (high earners, old but not near enough to retirement, etc.) but it was ultimately up to the supervisor - as long as they cut the number of people suggested.

Therefore, MANY people thought they were doing a good job, when they were blindsided and put on a PIP. The company chose to gaslight them by using the PDS process to hide the fact they were laying off people. So, they decided to tell employees they were underperforming INSTEAD of just admitting they were being laid off.

It was dirty, insulting and wrong.

I just had my preliminary PDS discussion and although it went well, I know that it is just theatre. I could conceivably be considered an “A” performer, a “C” performer or even PIPed after the bloodbath ranking process. No employee should be completely unaware of their standing to such a degree, but it’s a reality for many.

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Yes, --> "Some (if not all) supervisors were specifically told that they need to get rid of x number of people (regardless of their performance or ranking that previous year). The supervisor’s were also told who they’d (HR) suggest to eliminate (high earners, old but not near enough to retirement, etc.) but it was ultimately up to the supervisor - as long as they cut the number of people suggested." Agree. Happened to me. 25 years with the company (and disabled), told "I am no longer valuable to the company. I am too expensive." I was blindsided. The company will do the cruelest things because legal says they won't get sued. And you will have your supervisor or manager that you have known for perhaps 20 years playing the game. No emotion. It's like at 50 years old, move on, it's easy, your efforts are not worth it here anymore. And don't question it. You are not retirement eligible, but you will survive somehow. BYE!!

OP spot on ! This exact scenario has played out in Annandale since spring 2020. RE and it’s over. Management here lies…

It doesn’t matter what we put down, our fake has already been decided. #Layoffs #FakeReviews

Anyone else start working on their PDS, pull up all their PDS forms, notes, accomplishments and looked at recent previous years forms and outcomes and have an overwhelming feeling of futility? This is my life, my career. How can all that effort be so easily discussed and dismissed in a few minutes and relegated to a paperwork pile and mere statistics like no one really gives a darn? I'm left numb and can't move knowing it's all for naught.

Sifting the litter box.
That is a good analogy.
Maybe with a spritz of lysol.
Happy fat cats.

Shareholders over everything. The reason the company exists is to earn a return for investors, not guarantee you a place to work for 30 years with “fun fridays” and benefits. If that’s what you’re looking for, go work for the government, not a corporation.

How about the fact that they rank a bunch of completely different jobs in the same rank session. Let me make an analogy. You have an offensive lineman, a quarterback, a tennis player, a baseball player, a bat boy, a ref and a cricket player. Could you imagine trying to come up with a fair rank list for that group? To further that, you don’t know anything about half the sports (I found myself saying, “wait that’s an f’ing job here, not a task” soooo many times during the sessions I’ve been in). It’s a complete sham.

The number of supervisors/managers in any area that could actually perform or understand what their underlings do. Is closer to zero.
Bossware gives them whatever numbers they need.
More important is the ochre hue on the end of one's nose.

Positional Discrimination Sifting.
Like when cleaning a cat's litter box.

The company is shooting itself in the foot big time with this corrupt ranking system. They simply can’t tell anymore who is a high or a low performer; these terms have lost any meaning now.

Today the PDS system is a total sham. They even say, officially, that it’s not about the work anymore, it’s about the impact, which is pre-determined by your assignment. Before (decades ago) one selling point about the system was that, at least theoretically, if you happened to work a less glamorous assignment that would not be held against you, that they would look at the quality and inventivity of your work. No more.

Thread regarding ExxonMobil Corp. layoffs

PDS SEASON

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