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
5506 replies (most recent on top)
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!
will increment be communicated tomorrow???
The communicated increment range is 1-14%. So how much would the average NON Hi-po performer get?
Anything >10% will, of course be reserved for the OPD and OP categories.
EPs would probably get 6-9%
VGs (aka middle-third, 3rd quintile) 4-5%.
GPs 2-3%.
NIs 1% … including those above, but who are already at >100% of their SR.
NSI zilch. Too bad, so sad.
@7uhfn+16zEvLP3 Second that!
Was shared recently on increment, don’t expect much :(
We will see how it goes on 1 Dec sharing and Jan 2022 new wave of tendering!
@7uchm+16zEvLP3 It's true. Just like how all the attrition is just a temporary spike. Attrition will stop once EM starts lowering hiring criteria and hire less qualified/brilliant people who are unable to join tech companies!
Well, well, well.
Tech companies offering higher pay is a "temporary spike".
Ok ok ok. Sounds about right.
Thank you for enlightening.
She keeps talking about HR and herself fought very hard to keep the AWS and LTSA.
First, without those, EM pay is fxxked up, even more.
Second, so it was true there was a demand from the masters to cut AWS and LTSA, I guess they finally agreed to keep it mainly because they start to see positive cash flow in 3Q this year.
Third, the fact that not many Questions asked in your forum, it is a demonstration of employee confidence in your speech. Apparently, you fxxking lost it, GC.
No need to continue whining, now it's transparent that you will be paid at 50th percentile, shell AND chevron both has good open positions.
Let the games begin.
If I start asking my boss when will increment be communicated, will he or she think that I'm considering leaving?
Guys, how much increment you have got? Heard many departments are communicating to employee this week.
Years of experience:
Last Ranking:
Increment:
With or without CL bump:
Generally are you feeling happy witht the increment given there was none in 2020?
You know why we're given more work to do? It's cause everyone is resigning even when theyre bring in more staff in. 30 in 40 out, how to get back to our norm like that?
Move on guys, we are all adults here… decide for your future and move on… Nobody owes us a living, cheers!
“We’re going through the salary process today,” Woods told employees. “As we get into Jan. 1, when raises come out, that’s going to be, I think, people will be encouraged by that, given what we had to do in 2020.”
^How would people be encouraged if the raises are just normal and do not make up for 2021 pay freeze, as well as not benchmarking to banks/tech/ecommerce?
CL jump is 5% not much most folks tender get >5% jump anyway.
Increment based on most recent ranking. Previous post stating it is LOWER OF is misleading. 1-14% does not include CL jump yet. So for example, if you got top rank, O/D, and also CL jump, expect 18-20% type of increase.
Also, the 5% average SWB increase has been the normal target for the last X-X years (basically, long time).
This means that the increments have 'returned to normal'. No more, no less.
what is SR?
Incorrect. Increment is based on most recent PA and not lower of 2020/2021.
Increments will be calculated based on the LOWER of the 2020 and 2021 PA result.