kill the pmp process... Its a waste of time.. And it only serves to perpetuate the useless middle management layer that is sucking the company dry.. 230k for an IT project manager... Give me a break!
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My mentor shown me his online PMP in a quick 2-minute demonstration. The intent was that his section# 3 was 10 pages long. The trick was that the well padded and exaggerated accomplishments done with the credits of the junior engineers, and the kissing up to his supervisor make him a 2+ years after years. He suggested me to spend days to polish up my PMP writings.
I just had a hard time to bulk up the "we lead" section.
Give each division manager a bonus / merit raise budget and provide guidance on what the average bonus / raise should be. If the manager believes someone went above and beyond the average they can dole out extra to that employee but it is offset by an equal reduction to someone else. It doesn't have to be complicated.
PMP = pull my p@cker
How else is CVX supposed to evaluate performance. No system is perfect. For those showing the negative effect on companies (eg Enron), think about those like GE and XOM that are successful. Know the difference between these two and CVX? You are and the bottom and you are OUT on the street. Seem fair? At least CVX gives you a PIP or ROD to get back up. Good luck low performers elsewhere.
What is so good about the PMP process is when they bring up things about the employee from 5 and 6 years ago.
The Enron movie on youtube: https://www.youtube.com/watch?v=bFJ-hcst8Pg
go to about the 22:00 mark to hear about "PRC" at Enron.. sounds very similar to PMP at CVX.
Hooray for @2sdz finally uttering the 'Enron' word.
When I joined Chevron and heard about the PMP process and the forced rankings, etc. the first thing that popped into my mind was "This is so similar to what helped bring Enron down." I urge everyone reading this thread to go out and get a copy of "The Smartest Guys in the Room" and think about Enron's performance review process and "diversity" process and see where that got them. For you attention span deficient millennials, there's a movie on youtube you can watch.
When you are done with that, go to amazon.com and read up on the fall of Lehman Brothers and how their gung ho diversity program contributed to one of the world's largest bankruptcies.
There's a trend in there people - not to mention Chevron owns Enron's old building. Chevron is following it. Pride... Arrogance... Intolerance... Greed... that's what brought down Enron and that's what's going to bring down Chevron as long as former bean counters keep running the show.
Many of the CVX suck ups actually believe the PMP process is scientific and fair. That is how poor the management is at Chevron. The system is older than Excel spreadsheets. It is a model that GE used in the '80s and one of the biggest followers of the system was Enron. It's called rank and yank. The good old boy and gals, families and friends always get 1s and 2+s. They follow orders from the upper layer of middle managers and expand the list of 2-s and 3s the year before ROMs are executed.
There is no quick fix for this corrupt system. PMPs are here to stay at Chevron.
The PMP process is legal filtering to make the fat slobs in the inner circle look like they are being fair
have a fixed set of targets, independent of co workers and meet those.
this is like the 80's again...its going to be 2 yrs of tough sailing...and then another year or so of slow rebuilding
So we kill the PMP process.... what do we replace it with? Our boss's boss getting a pot of money and handing it out as he sees fit?
i used to work for cvx about 5 yrs ago. my best wishes for all of you in these extreme times. looking back on the annual review process and cvx culture in general, there is an environment of cut throat back stabbing that this pmp process encourages in the company. if my performance is against my co employee, then her failure is my gain...plain and simple. i left the energy business and found peace of mind in another personal business line...i am convinced my health issues are due to the stress of cvx...nevertheless...wish you all the best
What? You don't think it makes sense to tell the vast majority of your workforce that they are average at best.....year after year? You must not be working in HR then...
@2joc, you are correct, but you're being too logical. HR and the company lawyers only think of "CYA" all the friggin time. Christ, rather than doing things that are reasonable practical and efficient, HR and the lawyers go through time wasting inefficiencies "just in case" to "cover their asses" about whatever. It's anyone's guess. Chevron is way too process-oriented to a fault.
What's even crazier for everyone in the ESP is you have to have your 2016 PMP opening session by March 31st. 2 weeks later you are out of a job. Waste of employee and managers time. HR: Get a grip and think about what you are doing.
The PMP process is demoralizing and pits team members against one another. If you have a weak, mealy mouthed manager, you don't have a prayer. The process is extremely time consuming for employees who should be working at their actual job and in the end, it really does't matter what you write.
Oh yes.....guys kills 5 employees with a knife....Oh Joe the boss hired him? Don't say anything it may be deemed a bad hire.....
As a lower middle management member, I will say that the pmp process is horrible; mind you I did not grow up at cvx. Pasa sessions are a joke as there is so much agenda being driven.. I know I hold people accountable, but so much is done to ensure others don't view a hiring decision as bad
Some 20 years ago Chevron has the feedback system whereby at the end of the year, part of the managers/supervisor performance evaluation were from the subordinates or lower ranked employees. Can we bring the process back to achieve a more balanced evaluation? After all, the successes of a manager are from the people toiled under him/ her.
But,... it was so much fun to say, "I just got PIMPED!"
What's left?
We will see middle management pulling out the long knives now as they turn on each other, their direct reports and their executives in a last ditch effort to save themselves.
All of this will change. Chevron is entering a phase of complete convulsions as cash flow turns to 20 billion in the red. You will see staffing and salaries fall below undreamed of levels. Layers will just be sliced away.
The only people that care about PMP is HR.