Yeah, Singapore is a high cost country.
Joe B came to Singapore to talk about the great opportunities but only have 1 expat and 1 Singaporeans doing the job. The rest of you apparently or not skilled or low cost enough.
So suck it up and dance to the tune of we are ExxonMobil.
Singapore increment is going to suck. So supervisors get ready to work OT to explain to your folks. Remember this is an American company and what you read on Bloomberg is for the cowboys in the west, not for you cheap labor in the east.
For many who have remained since 2020 PA, they view SHs, DHs and DMs leaving, or taking early retirement, as potential step-ups for their own promotions!
Whoever think this is missing the point? GC has always felt that the CL27 and above has been overpaid, and it’s proven that those people are not leaving. Only one DH leave and there’s a song and dance here. No other DH will leave.
By the way, the younger generation also no need to hope for DH and DM. Look around you at SCP. All these doing such positions are mainly Ang moh or expats. Not Singaporeans. So the younger generations should adjust their expectations and be content with individual contributors for a longer period of time before given a token supervisor role in mid 30s, early40s for those who are rated well.
For many who have remained since 2020 PA, they view SHs, DHs and DMs leaving, or taking early retirement, as potential step-ups for their own promotions!
So stay on they will - especially those who are young and consistently assessed to be Outstanding.
Good luck!
@6Wtqh+16zEvLP3 in your dreams la - Singaporean workforce will halve. You should have observed for the past one year, when the company is treating us like sh-t, there’s still many people hanging around in the company.
Singaporeans are kiasee and the company has a plan B in getting jiuhukias to come and replace any departures. So not scared. Only empty threats on layoff.com, but when it comes to workplace, everyone still dialing in to night zoom calls everyday. Enjoy the depressed wages. You might feel good about contributing to GC’s great performance and her fat bonus and this year.
It’s more likely XOM won’t exist as a company than for it to have a Singaporean SVP or company president. If our own govt claims there’s not enough talents in Singapore and have to rely on foreign talents, why should an American MMC believe in having a Singaporean senior leader.
Please don’t tell me GC is a senior leader. She’s just a messager, passing down notes from the great leaders in Dallas to the coolies working in SG.
And for those Good and below, who have reached/surpassed 100% of their salary reference, it will be zero increment.
Word has it that Merit Increase has been removed.
@6Wpoq+16zEvLP3 If SG increment really halved then can expect the workforce to halve also after Jan.
The commonly quoted general rule of thumb is 5-6% thereabouts. But I personally think it's more. It's really hard to say for sure since it's lumped in together with your standard PA increment. If you are coming off an "Excellent" or "Outstanding" year, you should be looking at 15%.
Do note that this year, it's based off a HR formula and not within your boss discretion. Also, heard SG increment has been halved.
I would say the door was opened and people have seen the beauty of the outside world, it is hard to convince them that Exxon is the best any more.
Many folks endured the su*cker management because they thought the pay was better, once they realize it is not true, the brain drain will still continue. GOOD LUCK WOODS.
Feels like the typical XOM "talk big" townhall session. Our pay is trailing behind many of the good companies like P&G, local banks and shell, for employees less than 5 years that is.
No need to even compare software engineer or IB.
Realistically, you need the pay bump to be more than 30% in Jan to even catch up to those companies. Not even close.
Exxon CEO Floats Pay Hikes to Combat ‘Major’ Employee Attrition
Darren Woods sought to reassure workers during a town hall-style meeting last week that the oil giant may boost pay packages as soon as Jan. 1 to halt a brain drain.
Thoughts?
@6Vyql+16zEvLP3
Well, me thinks that the majority of SGeans can connect better with Biden (or Obama, for that matter) than the obnoxious, re----k Trump - who probably can’t even pronounce laksa (nor having tasted it), or even knew that he had once met his nemesis Kim, somewhere near Cuscaden!
No brownie points for Donald lah
isn't cuscaden a stone's throw from botanic garden? everyone can jog there what... why so salty
who hurt you? he's trying to connect with the audience, what's wrong with that? we can express our unhappiness with company policies without personal attacks on fellow colleagues, fellow human beings. if you need help please call EHAP... sometimes we don't know it ourselves but our negativity has already made us irrational and toxic, and even affect our loved ones and friends
Today at Singapore International Energy Week, Joe B tried to connect with audience by talking about being “Singaporean” via liking laksa and jogging at Cuscaden. OMG! He don’t know only expat run at Cuscaden? Talk about sensitivity during this depressing times. Our leader’s EQ run-over by LPSA.
how much is CL jump increment? double your normal increment?
Talking about salary - with the garmen’s push now to stretch retirement age to 68 (first), and then onward up to 75, it would be inevitable for companies (including and especially EMAPPL) to “pace” our promotions and stretch the period we remain in any one position.
So with about 5-7 years in-between jobs (this being already formally communicated), you’d probably reach CL 28/29 nearer mid-50s and (if you make it), to an Executive by your late-50s, or even early-60s.
There’s actually still enuf runway for many in SG to retire by 75.
Gone are the days of your possibly attaining a DH position before turning 40, or a DM by your mid-40s!
The $p-t pie over one’s overall employment duration will have to remain somewhat constant (corrected for inflation, of course).
Otherwise SGCX will have one too many stuck at CL28/29s in their 40s and with still 30-odd years to go before retiring.
And for Executives, imagine a CL30 at 45 years, and with another 30 years to serve? And especially for an Asian, unlikely to be mass-promoted to beyond CL31, unless they have higher (Global / Corporate Senior Executive level) potentials?
Well maybe I’m wrong, to live to see a Singaporean EM SVP, or President one day?
In your 70s by then, you would have “outlived” the future DW! Haha.
@6Ucom+16zEvLP3,
Good “Go-NoGo checklist” to help our friend decide. It’s all about Financial independence and Security to take us thru our lifetime. We all work for the money to give us, at least a decent living standard. Some will do better than this and all credit to them.
I get the sense that the leadership don’t really care for the people even more now. It’s more of a giant squid game where it’s all men/ women for themselves now, and all are more than willing to throw you under the bus to meet some stupid KPI and score points with Dallas / Houston. There’s no grand plan nor strategy we can execute and it’s just hoping for the best while senior leaders milk as much as they can from the system.
Vote with your feet before it’s too late. I have done so and I enjoy it very much! There’s life outside of XOM, if you look for it. Kept in touch with my fellow friends who quit and haven’t heard one who regretted leaving.
I believe the company is implementing pip and not wanting to commit the % is because it gives the company the flexibility to get rid employees without having to pay compensation in future . Every year , it will ensure there are employees being put in the pip bucket to serve the purpose of audit trail. When it needs to execute the attrition it will carry out without the fear of any ramification or question from the authority. Do you see the game plan? Retrenchment benefit ? I doubt you could ever dream of this … we paid the lowest retrenchment package for the earlier batch VS the industry . Yet we have the cheeks to brag that we over pay our employees … wtf
@6Unqx+16zEvLP3 Reader from EMhC (Houston) here. Excellent, excellent post everyone coming to the layoff site (not just this thread) should read it. Well said.
don't pull a strawman argument at us. no one here is asking for 100% job security and iron rice bowl.
we are saying
how do you lose trust and credibility with people? inconsistent messages, lack of transparency, lack of strong core values, gaslighting people and pull straw man arguments on them. EM is doing everything that is anti-We Are EM... and so called leader have the cheek to tell us to care and have fun. HA. HA. HA
Can someone tell me which private company in the world provides 100% job security and iron rice bowl? I really want to know
: @6Uxpb+16zEvLP3
You talked as if you know how the world works. Unless your are GC , if you are just her lackey , u think u will be told the honest truth ? Pathetic . The Execs are trained to put company’s interest first , even if they need to put their next of Kins under the bus , they might not hesitate . The stake $ for them is high . You are the real ignorant one. Self denial
Question: For CRISP to upgrade the bottom of barrel to GpII lubes, won’t it consume very large amounts of energy (fossil fuel) and spew (even more) tons of GHG CO2/SOx into the atmosphere?
And worse, to produce a Lubes product that’s not even be wanted in future, when internal combustion engines become obsolete relics of our civilization?
How will that stand up in the face of “born-again” EM Corp, with the 3 new replacements in the re-vitalised corporate directorship, and with DW himself now doing an about-turn on the company’s long term views on LCS: including, but not limited to, clean fuels, plastic recycling and CCS technologies?
CRISP (IF that happens) will upgrade BoB to Gp2 Lubes. Not even Gp3!
While near-term technology measures like hybrids, LNG and bio-fuels may rule (for automotive, marine and aviation fuels) for a while more, the longer term path forward for automotive Lubes will clearly be toward EV, and/or H2 fuel-cells. And for marine/bunkering, it will be H2 fuel-cells, and/or even ammonia.
Now, how would CRISP, producing mainly Gp2 lubricants for internal combustion engines, play out in the future market 20+ years from now?
With the CERTAINTY of PIP remaining and your uncertain (future) employ in EM, here’s a short checklist to decide on a go/no-go option:
(1) Do you have a mortgage on your house? Especially it is with a >$500K bank loan?
(2) Do you also have personal loans from various banks, including rotating bank overdraft facilities - which you may also be using to “pay off” outstanding credit card balances on a near-monthly basis?
(3) Do you own a car(s) whose loan(s) is still a lot outstanding? Then the car really belongs to the bank - it’s not yours.
(4) Would you have sufficient funds planned for your children’s long-term education - up to tertiary level? Especially if they are to fall out of the steep, local education system and need overseas parent-sponsorship?
(5) If you are over 40, do you have your own (non-EM) hospitalisation/surgical and major diseases insurance to cover you and your spouse (at least)?
(6) Will you accept capped salary increments and mitigated promotional opportunities, from here forward (if you are not deemed a Hi-po), and through the course of your whole career in EM?
Well, you decide if you can face the possibility of PIPs coming back to haunt you year-on-year - especially if you belong to the mediocre “middle-third” (VG) and below - and especially if age is catching up on ya (from those late-30’s to 50’s), cos that’s when you start sliding down the ranking/PA scale for no apparent reason other than being “more-senior-than-the-rest-in-cohort”.
Looks like the 8% will be around for a few more years till the number is about right and small enough to operate the plants and commercial..Regardless the industry and company is not growing industry, many mega project on the list to cancel or in discussion how to get out as strong push to lower emission.. Let’s predict crisp may not happen as refining margin remains challenging and surplus capacity means not much to upgrade the last barrel, why build so big project… further fuels demand will drop over time even back to pre COVID, after rebalancing and rapid shift to EV and many transport, battery industry booming, wind and solar projects piling all over the world in large countries, Australia, China, US, bio refining is booming in many parts of world, why need so much conventional fuel and fuel oil.. don’t get it the mega trend and investment decision, maybe still build but will be sparing largely when there is no more big structural change, it could be case of sale at some point in future, sell the nonprofit business site, maybe keep some chemicals, let someone take care the trouble.. again maybe no one would buy just like some other site, then become a terminal or significant downsize.. this maybe 10yrs to 20ys down the road, cost will continue go up, like carbon tax, emission reduction, etc…meaning to product same barrel of product these cost will drive down margin.. it is not just here all oil and gas company face the same challenge.. some good advice here so make your own call to your decision.
Dear @6Spmj+16zEvLP3,
The key to your question is really about Job Security. As a young guy, I assume you will start a family down the road. You will then need to commit to huge financial liabilities for a house, family expenses, etc…. Is the Job being offered, has a good reputation of long term employment (not the way the present EM is managing!). Imagine you have bought a house and you are “PIPed” just because you fall into the lower ranking (not that your performance is bad) due to the Appraisal System, you are laden with debt to pay for house instalment, family expenses (children studying overseas, etc..) If you are rich, somehow, you can survive. Otherwise you will be in trouble.
If EM does not change for the better, it’s best to find a better employer who can give you a better job security. A word of CAUTION, there is no “IRON-RICE BOWL” Company out there. If you are an excellent performer, you have a high chance to have a life-long employment though, unlike in EM where you will gradually drift into the lower ranking over time.
That’s my advice from an ex-EM employee who used to live thru better times than now. Good luck and Take care and make the a good decision on your own.
ROFL. So many ignorant people here who do not have a damn clue about how the world works and who makes the decisions. Sure sure, go ahead and continue living in your world drama world. If it's easier to find a scapegoat that's nearby and in range go ahead (not saying she is entirely not at fault, but please, you think she put her hand up and say SG will gladly volunteer 10%?).
Haha gosh the number of mountain turtle on this forum
Post ID: @6Qnyk+16zEvLP3
You are the kumgong one and the lackey of GC lah. Even the angmoh couldn’t stand it to speak the words of justice for the asians seeing how she put her own pple under the bus . Go and read before u made stup** comments. How to work for leader who doesn’t blink an eye to put her pple under the bus jus to look good ?
You say DH and SLS means refinery? I not from refinery so hard to say what other job offers are out there for you. My humble 2 sen:
Personally, if you switching to commercial role, take the offer. The sooner the better so you can quickly develop expertise in your new career path. Your pay jump also is better than CL jump.
But if you are doing similar engineering job, then I think stay EM. If you consistently outstanding means you are hi-po. Hi-po is protected species. Like scholar in civil service. Solid career path. Go outside is just as risky and got to build network and reputation all over again. For what? Shell or Neste so much more satki meh?
Don't be caught up with all the negativity here. Make a solid choice on what you want out of your career.
Take the offer. So what you have a CL promotion. There’s no certainty u continue to be an outstanding performer. With a higher CL, it’s easy to say we expect more from a higher CL personnel and drop you a rung first. Whereas your alternative offer is obviously gg to be more rewarding financially- so why not? EM is not gg to match up to it. Hope this helps and good luck.
buddy @6Spmj+16zEvLP3
an offer with 20% pay increment + min 3 to 4.5 months bonus package is going to be better than the increment that EM will give. DH and SLS will want to retain you by giving you the talk but they will move out from their role earlier than you. Be smart, think far, 5 years ahead into the future. Remember how many of your comrades were axed during TMTS and past 2 years NSI. You may not be in that category but you cannot guarantee you won't be in that category in the years to come. Some one on top is consistency trying to make big changes that will sc--w the working level up just so that they have things to put into their PDS.
Even if you can handle the mental game, I will still encourage you to get out while you are still young. EM is quite a su---r, so if you ever want to be back, just pull some strings and you will come back in no time.
I need 2nd opinion from SLS and DH here. I'm an outstanding performer consistently so far, below 30 and low CL group. I brought up to my SLS about CL promotion but he said he can't do anything now and asked me to wait good news until next year Jan. What my SLS doesn't know is that I have an offer with 20% pay increment + min 3 to 4.5 months bonus package.
I have job satisfaction in EM and based on my academic result and past contributions in EM, it is not an issue to be outstanding performer. I can't wait until next Jan to accept the offer. Any kind soul wants to give serious advice?
Everyone is only waiting to see increment. If it is cr-p then be prepared for an even bigger wave of attrition. No young person will want to stay anymore.
Looks like the resignations have stopped?
Why join EM directly instead of going to Shopee, Google, Apple? There’s nothing great in this company, except for senior execs pay such as the LCM, CEO.
Haha fortune 10 means prestige meh? AWS job give me I also don’t want, worse than EM in performance assessment and work you like a dog. EM still got very good brand value, if you got test market and apply for jobs you’ll know… but fast eroding lah