Anyone noticed that lots of postings are very vague on the descriptions and the selection criteria are copy paste of the WeLeqd behaviors. By the look of them, everyone can easily qualified for at least half of all positions... this is what they came up after 1 year?
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don't apply for agile. it is too competitive.
only applying for software engineering. way more roles than there are people. the selection team won't know the difference. and when you land this job, you have about 1.5 years to find a new job. it'll take 1 more year for them to figure out that you don't know how to code. another half a year for a PIP and then they send you packing. in the meantime, you get to do whatever you want while taking in a great paycheck from a great company.
If I hear "We're being agile" again as the answer or comment about why everything is a mess.......
You don’t work for an org. You work for a body of work. Sorry, we don’t even understand the “org” or jobs yet. That’s a mistake. Tell your PDR. Can’t fix CTO. No you don’t need to waste all your selections to apply for one type of role, but in this other case you do. It depends. It depends. It depends. (It depends)
There has never been a better year to apply for random sh!t.
Just don’t apply for software engineering. There are tons of jobs there that nobody seemed to be qualified for even if the criteria is fuzzy.
IT postings are not just ridiculous. The job owners and delegates don't even know what those jobs are. Remember, the R3 leaders just got plopped into those roles. Many of them didn't design the organization or the jobs. They have no idea what it means. And the selection criteria are so fluffy at best.
To top it all off, the process of going through preview of jobs in CTO, applying for jobs, selection of jobs – IT is doing something entirely different from all other functions. They say it's because they have so many jobs. Look at how many listings FE has. They were just better able to group jobs together. IT jobs are not grouped together. Individual positions all posted one by one even though they are exactly the same thing. They won't let you talk to job owners because there are so many jobs to go through. But hey, everybody else is doing it. Why can't IT? How hard is it for job owners to talk to employees? One job owner told me she has to go to a million sessions with GMs and delegates and job owners. And while you're in there with 500 people. Many of them don't even care about all the questions being asked. They care about their own personal questions. This can be handled in 10-15 minutes one on one instead of this unnecessarily complicated process. It's saddening, but not surprising. IT is going to do IT.
Regardless of the role you get, all of next year will be spent trying to make this chapter platform model work. Despite all this talk about becoming more technical, process implementation and improvement will take majority of your time... A non-technical activity. Business customers will be even more confused and disappointed at our inability to deliver, while ivory tower will continue to request focus on efforts that pad the metrics which the CIO can use to communicate what a great job we are doing to business executives.
Just a perspective from an IT guy who has seen the cookie crumble like this for 15 years.
There is a lot left to be desired. I was told by people who participated in R3 that the job descriptions and selection criteria was very generic, but not to worry because you'll have time to ask the job owners questions and get more specifics on what is expected and what the job will entail.
Fast forward a few weeks....R4 kicks off, the descriptions and selection criteria are still as useful as they were in R3, but this time we aren't allowed to meet with the job owners as previously advised.
Instead, we'll have to attend 1-4 1hr sessions where everyone interested in those jobs are trying to get time in to get their specific questions answered. Whether or not people will have ample opportunity to get all their questions answered is unknown.
"Remember when they told us they were going to use advanced analytics, data science, machine learning, and artificial intelligence "
yes they took the blue pill, woke up in their bed and believed what they wanted to believe
Just spin the bottle and pick any product owner, scrum master, release train engineer, or digital advisor role that pops up. (“It don’t matter”)
@1xvh - I heard that some selection reps are those who EOI from R3. imagine how bad that s—s if you were a R4 employee trying to apply for jobs and you can't talk to job owners, but you can talk to a rep who is already out the door.
@1xvh+1712NGem So true. We were even told to cancel any meetings with job owners we had already setup. At this point, an announcement of a lottery system with numbered ping pong balls would not surprise me. All this bullish!t and millions of dollars spent just for most people to end up in the same role with a new title and two “bosses”.
The biggest crock is that apparently IT is the only function that is preventing people from meeting with job owners. Only the selection rep because that makes sense.
yes 90% pre-selected - the current position holder, unless she/he is disliked (2- or 3) or retiring
Imagine a species where most of the important choices are made by those least qualified to make them .... oh wait duh - smacks head
These committees could not organize a piss up in brewery and they would 'be running late trying to decide before the next team wants their meeting room> "Oh sorry folks times up" forced laughter as they exit the room as everyone pretends it's okay. I'm glad I'm leaving
" going to be amazing...." "and its going to get colder" who does this remind you of? lol, so funny it's sad. Sign of the times. Don't worry the great reset is here and on Dec 21st there is once in an 800 year event threshold happening, COVID , the wild fires, Hurricanes and so on is just the beginning of it. oh and btw there is nowhere to run to.
here's the paradox.... We want IT to be more technical - because non technical IT organization failed us... but guess who are the committees that are developing the new org... NON TECHNICAL MANAGERS.
@xjd my manager said the sponsor group did try to do it and had a discussion, and they ran out of time and decided to go with whatever BCG told HR to do. lol
Alexa will be better than CVX IT :)
Remember when they told us they were going to use advanced analytics, data science, machine learning, and artificial intelligence as part of this process and everything was going to be amazing....
Yes this has been the case for previous rounds and all different functions. Remember in corporate America, all matters is to have an idea [no matter how stupid and unrealistic) and push to execute it, that is what the executives come after BCG recommendations and have to quickly execute it and get their bonus!
The folks are already pre-selected do not fool yourself.