During the salary/compensation forum it was mentioned that we were pegged to 50% of industry salary range, but I recall when I was first hired >5 years ago, HR sharing deck was showing we were pegged to target 70% of industry salary.
Was this a step down?
You all cannot compare directly liddat one lar!
You sound so stoopid, just reading your posts.
Each person’s %increment is derived from a formula-based method:
%Incr = f (PA category, CL, YEE) and whether there is also a CL promotion.
Note: The formula uses the LATEST CL (if there was also a promotion given).
So yes, there are indeed OPs (PA Cat) who got up to 18+%, who have been in the company for 8-10 years (YEE), and hold a CL level of >24 prior to being promoted (CL).
I am sure that none of you guys b a n ging on each other below, can even match ALL the criteria in the formula to even smell 18%.
Bwahahahaha!
Sorry calling BS. oso outstanding but got 11.4%. colleague with outstanding same number. Another colleague excellent 9.5%.
Which org and how many years?
I’m in outstanding. I only got 6%.
No more offsite meeting and business trip. Zoom only
The context of the comment was that it allows the bosses to "escape" the whole day for their offsite. There is simply no reason to justify some of these. There was an offsite to launch "Growing with Purpose" that involved only the top heads. Can't stand for that cr-p.
Lots of these offsite initiatives speak of things that we already know. What new insights can you gain by discussing it in a hotel. There is too much talking, less doing.
Yup if the meeting rooms we have are not serving company needs, then whoopee isn't it the job of managers to rethink their needs? Also your remark about managers having their SAs compete for meeting rooms, sorry LOL, nothing screams more EM than that. If you are a manager on this site I hope you are reading this and feeling ashamed.
Why does your job need so much boss involvement wan? Whenever all the bosses go for such meetings, party time in office!
Also, as an employee, one also gets to enjoy all these trainings too. Free food and a break from routine. When hotel was in town the team even took the chance to lim kopi and bond outside.
I actually never heard of anyone complain about the good days of hotel trainings and totally unnecessary overseas trips. All points to the good old days of excess. Before anyone says these were what resulted in our downfall, no it's not! What caused our downfall was low oil price and our CEO obsession with the dividend.
Shangri la was my fav. Free coke in the mini fridge outside the training rooms and lunch at The Line. Grand Hyatt not bad also with good location and Straits buffet.
Some other mistakes, stock options still given to top performers, but only from CL26+
I also prefer LTSA rather than some pension plan.
As someone said, compare to past is irrelevant when situation is so different. More meaningful is to compare to other company. If you find a better offer outside, just take it! If not, then perhaps maybe you should not be complaining.
@7yoja+16zEvLP3
No wonder lah, many of the senior staff in EM (including the last batch axed in 2020, or who took voluntary package) live in landed property in the Core Central Region (CCR) - where an inter-terrace smelly smelly $4M+, a semi-D up to $8M, and a bungalow, anything above that!
They really had it good lah.
Many of us in this generation will be stuck in apartments (doesn’t matter HDB, or private) for the rest of our lives … unless we strike Toto, or 4D.
Cheers!
@7yitu+16zEvLP3 Maybe the point is the company can get 2 dollar chicken rice elsewhere today (KL, India, Budapest)
I agree with you @7yrho+16zEvLP3 that off site is sometimes a waste of money cos everyone wants to use their budget on showy stuff.
But also a lot of times the reason people go offsite is because they cannot get the big meeting rooms. In HBF there is only one Orchard Somerset and one RC that is perpetually choped one year in advanced by some fierce SAs or SAs who have super powerful bosses. The amount of negotiations that go on every day, and the emails that fly around, just for meeting rooms is unbelievable. LOL it’s like a Dilbert joke
An experienced hire here and honestly don't care if I get flamed for the following:
The numerous "hotel offsite" for trainings or discussions was one of the d-mb exorbitant things we as a company could have spent on. Sure I get the perks of having a training outside if we want the nice environment.
But the amount of times there was a random "offsite" for managers where you couldn't find the superiors was really infuriating. It is a discussion with the same folks you see on a daily basis, why must you have it in a hotel?
I know I don't speak for everyone but I for one am glad we got rid of it.
Last time chicken rice 2 dollar only. Now 4 dollar. Whats ur point
I also agree, be fair lah. last time at around merger time average fresh grad starting salary was $1,800
last time police wear shorts also. Can't compare. Oil price was > 100, now oil price so low. Company is running on borrowed time for now, still don't believe how it can tide through this. Waiting for see higher attrition in the coming months.
Let's be fair lah. The pension plan was scrapped to become the 5% LTSA. We Singaporeans KPKB so much about CPF and want upfront cash, EM give employees upfront cash lor.
Also, the winter clothing allowance is still there. Just that we now cannot travel, hur hur.
Lastly, most other companies outside even the super MNCs are based on 6 hour business class.
I know our leaders now are trying to con us but we also cannot every little thing also grumble. Why not you go ask your friends and family about their travel allowances and non pay benefits
I heard from one of my seniors, that the Singapore employees had in the past, enjoyed:
o 4-1/2 day work week (Wednesdays half day)
o A pension plan, which was removed in 1999/2000
o A market-leading hospitalisation plan, where you can stay in a single-bed, first class @private hospital and still not have to pay any OOP, not a single cent - even for maternity and other major surgeries
o For CL26 and above - country club membership and interest-free car loan
o Company stock options given to top-10% performers every year
o All long-haul business trips (e.g. to USA, or Europe) were flown FIRST class … before it was downgraded to business class, shortly after merger
o A budget of $1,000 for winter clothing for any overseas assignment (or to attend global meetings) in temperate countries
o For those who were made redundant when E and M merged in 2000, each had received a payout of 2 months for each year of service - this had made a few millionaires in the senior managerial staff!
No need to talk about an executive SLT … imagine just a DH with 25 years of service and earning $25K/mth = $1.25M before tax!
IMHO, the PIL cases in 2020 were severely short-changed.
When I joined as a campus hire, I personally felt I was joining a premium company, at that time (not too long ago) we still had lessons/classes held at hotels, anniversary gifts from ONES, and maybe some form of joy working at XOM. Now, a few years later, I think this company has dropped a few tiers to where it is at. A soon to be General electric.
The emphasis on pushing ppl up the pay scale curve and thus making up for the pay freeze year is complicated and bs. In layman term a yr 3 enginer in 2022 shld have the same pay as a yr 3 engineer in 2019. But nope, we still miss a year pay increment and it compounds. I really fear more ppl will leave, thus more workload and myself leaving would be inevitable. It is disappointing
We keep talking about the monthly control talks, such as ethics, trust & honesty but since the introduction of 8% PIL/PIP, we have lost the trust to the new system just to get rid of headcount in order to be lean. I’ve spoken to many of our leaderships before they departure, many had lost the trust and therefore decided to leave us. We had worked for many years and It’s a very difficult decision to write the resignation letter. Once bitten twice shy!
I am not sure about the rest, but with the recent increment communication, I am lazy to even do performance assessment for next year, rather find a new job.
In the next 3 months, at least half of all the VG, G and NI will quit. Those who remain, will become NI next year due to smaller pool for ranking. Meanwhile, those who were E will drop to VG or G for the same reason.
Let's see if I'm right after April.
Most got $300-500 jump, some may get close to $1000, those with CL jump and outstanding.. true ? Vote up if you get these numbers..
How come so little sharing on increment? Thought this is valuable info people can share anonymously and not just kpkb ramblings from disgruntled folks.
Tiagong Excellent 8-9% nia. Outstanding 10-11%. Dunch know anyone who got O/D. How about those VG, G or NI? All numbers no include CL.
You wish they made up for the 2020 pay freeze, its a privilege to not be retrenched /s
Our CEO speaks again about doubling profits, first, let's start with raising morale, lmao
So looks like the raise % is same as typical years. Not really much difference. Meaning EM is not making up for last year pay freeze.
Take the 15% and jump another 20-30%, 2022 is really a good year to come! Christmas comes to early…
Lol people jumping ship with 20-30% increment to tech companies like bytedance, google, Accenture, apple as well as consultancies like McKinsey, and you are happy with 15% ( with CL jump). I don’t even want to mention shopee LOL
For young Engineers, my advise is to leave as far as possible…not to forget the TMTS and China 1 are coming your way right after 2025. SGCX will have become relatively irrelevant. By then headcount will be likely cut by half…these are not shared and considered highly confidential. Oh o…
15% is only 7.2% annualized over 2 years
I got mine already!
Close to 15%, and with a promotion !!!
I am happy, for all the hard work that I’ve put in 2020/21 and the non-retaliatory stance that I have taken so far!
CL jump is standard at 5%. Means your O PA is 11% lor. Lower than I thought. Means they really loading the increments for only the select few who made O with D.
CL bump is 5%, across the board.
Got exceed expectation? I thought it fell flat. My CL went up this year, my ranking was outstanding and it was only 16%. Not too sure how to break down the 16% but I assume CL jump should make up more than half of the 16% so performance based increment should be a joke?
Means increment exceed expectation by leaps and bounce. All the jump ship people has something to regret now.
What do you mean by beyond expectation？
Heard some sections have communicated already.
Results are beyond expecation.
Any news about increments?
the ES manager should really stop the cringy way of addressing the people. Not even a local but trying to be like the locals.
Don’t you think so?
Whatever comment input by upper management are not sincere. They are just trying to slow down the attrition rate. After all, they are very happy that you left. So, they can recruit more people (at lower salary, screen through tightly for higher quality ones). This is for their KPI and not for the sake of company wellbeing.
But to all upper management staff, please do not forget you are part of the food chain as well.
Cheers!