Thank you very much all the good hearted Engineers
Becoz of the id--t top echelons we the down below sections have to suffer and take the blame for them as if they are holy innocent never make mistakes and knows everything
Haiyahhhh thats life in exxonmobil nowadays lah
You help me and i help you sua lah
5444 replies (most recent on top)
You think engineers got nothing better to do than to OCVM RCVM technicians meh? Most of the time, my colleagues and I just provide the answers to technicians to avoid QI on key questions. If kena QI, you think who will get churned to follow up ? Eventually it goes back to the engineers
6iruu+16zEvLP3
Yah lor we technicians where got time to tell explain repeated grandmother stories again and again many times to these white collar office workers
Their job is only to busybody conduct useless rubbish nonsense OCVM LPSA LPO non stop on technicians and wasting technicians working time away
Since they know all answers an expert let them work at field lah dirty their hands and as--s lah
Incidents will go zero and best of all save cost on ot and no need kanchiong re-hiring they alone can save manpower problems at site
Really wonder if other companies employ this kinda people working going around asking stupid question and interfering slowing down heavy and high workload
And you know whats the best part? some RLs dont even understand the fundamentals ! ( be it process unit / eqt )
You can easily see through their LTA knowledge/competency via the questions they ask...
We worker bees are already so saturated with real work, we still have to take time off to teach you the basics, where got time...
Haha, every now and then,
RL position will get bash. Until today, i too dont understand how are they value-adding to the orgn.
Besides attending tons of meeting, throwin in some basic qns, what else? RLs, if youre reading this, please speak up for yourself.
Our ES engrs are competent enough to priortize, coordinate and execute their work. Our fellow SLS also have a good grasp of GRS system, so how are their existence getting justified... theyre an additional layer of authorization that is truely redundant..
Which really goes against EM being competitive and aspiring to be transformative.
I hope and urge that the management do something bout this redundancy.
Increment! $10-50 is it, doing it for donation better?
SG’s NSP guidelines published by garmen lah deh!!
Nothing to do with company, EM, how good it is, or what.
Recent garmen bean spillers (non-NSP related) were all hauled to court. You never read papers meh?
So if you claim you know EM’s 2022 increment (when SG’s 2022 NSP guidelines not released yet), you are in trouble with the garmen oredi.
What court case are you talking about?
One of the best employers in Singapore, not to mention biggest foreign investor of the country. No case at all.
The NSP guidelines have not even been released by HR yet lah!
You got insider info from a worker relative/friend in garmen ministry issit?
Here have whistle blowers hor.
A few recent published cases in SG recently - all kena court case one.
Yes. Increments coming my boys!
Just that don’t expect too much in terms of amounts.
We are ExxonMobil. We work for the love of the company and not for $$$
2022 Jan got increment or not?
Who has news?
If no increment, confirm got more resign.
Why did EM create so many RL positions?
Because for every 1 DH in Manufacturing, there are “X” SLS and “Y” senior engineers / coordinators / planners / leads, etc.
Where 1 < X << Y
So if the company is unable to create some form of perceived “upward mobility” for these “Y” masses (even after they have been working for more than 10 years and hovering at CL24/25 levels), then there will be gross morale issues that could result to even more attrition and anarchy!
So then: give these marginalised folks some peanut dust, to assume RL positions - and hopefully, appease their not-so-high career expectations, and to continue to serve until another opening becomes available.
If one were to attend the annual PA exercises, you will realise the sheer numbers of “Y” who are stuck at CL24/25 - some for more than 8-10 years!!
The same also applies to the substantial number of senior non-supervisor CL27s, who just cannot break the glass barrier, to be promoted to CL28/29 - given that the latter is for a few designated positions only.
To break these 2 glass barriers, new employees will need to score high in PA rankings from the get go.
You wait 5 years later to do same and your lagged career projection chart will unlikely bring you up to CL29 (not to mention Executive level) before the time you retire!
RL means Redundant Leader???
Management needs to look again why a lot of engineers and other folks think RL position is not required.
Technicians nowsaday many are moonlighting for Grab delivery, or driving PHVs.
Tia kong ah, what they can earn from their second jobs (after work hours, 7 days a week), pay better than EM OT!
6ffjd+16zEvLP3
Cut bonus cut benefits cut ot
Now panic mode re hire many new Technicians again
Instead now more OT no choice many old worker bees got PIP got sacked or resigned already hehehhhh
Brilliant em world class cost cutting strategy
Now even Technicians not interested to come ot so can get someone to come ot is a miracle and blessing nowadays
This is exxonmobil
Hiring younger, cheaper workers to replace older, costly workers to cut cost. What else EM can do to cut cost?
What is RL?
@6fned+16zEvLP3
You don’t know meh?
In light of increasing attrition, SGCX Manufacturing had been given the EM Corp go ahead and waiver to resume re-hiring in all earnesty.
The EM Singapore site is just too strategic to lose and allowed to collapse.
@6fbjs+16zEvLP3
Do you actually know what you are talking?
Forget the Singapore country study lah.
What’s even larger than that, will be TMTS - which is in the process of being fully rolled out, in phases.
The final headcount reduction targets (I’ve seen it) will be final-effected only in 2-3 years down the road.
So expect more HC rationalization to come!
Sure boh.. RL CL26? Some work 5-6 yrs already become RL. What real world experience they got? Jin sakti
I suddenly see a lot of SG EM job ads in Linkedin. I thought hiring freeze until next year?
RL are just CL24 and glorified engineers
Be RL rly shiok sia. Just ask questions only.
PIP also don’t need to leave what.. now no one can make you leave unless it’s country study or move you to HCL but no more country study already cos company too poor to pay more retrenchment package. Just enjoy the salary until retirement
These RL will rather wait for PIP and will not leave. No one outside world will pay them to talk BS. Only staying here and laughing all the way to the banks.
Useless RL please leave for good to EM… Recommending BS and don’t bring value. The plant will still runs well w/o U. Holding CL26, taking big paycheck of $13-18k is a waste of EM resources.
Yes, the youngsters will need to appreciate what they have now.
- To remain at least 5 years on the job, before being considered for next move. This one announced oredi
- Doing same job for 5 years = slower paced-increments!
- Still face NSI/PIP possibility each year (dread this)
- Liddat, a potential SH role consideration comes only after 15 years (will need at least 3 job rotations, before deemed ready)
- By then mid-40s oredi, so a DH role will be considered when nearer 50-yrs old
- After that, can cruise to retirement over the last 10-15 years of your working life
Such is our career destiny ahead, in EM :(
But ah ….. only YOU can make that change!
So dream BIG, my friends!
Appreciate what you have now and you will have more. Complain about what you dont have and you will never have enough.
What is AWS please?
When so many folks leave yet work remains the same, plant capacity remain the same, mean whoever stay on get more work. More stress. We need to demand higher pay.
if so many people left the company, does that mean those who stay on will get higher increment next year? if not, i also won't want to stay on after jan liao
6efjv+16zEvLP3
Company busy thinking of creating more time wasting useless no value work like LPO2 PIP2 NLI2 LI2 OCVM2 EVISION2 all NEW VERSION 2
Mgmt leadershit busy doing walkabout asking same stupid repeated question all over again and again creating trouble for worker bees
This one nobody DOUBT
Another management posting.
1 already left last week
Yesterday another 1 tendered resignation letter
Already operate with minimum manpower
Now going below minimum manpower
Oh God is so damned scary working at em plant nowadays
Do mgmt really care....DOUBT SO
Better start searching before worst things happen and myself getting stress and serious mental health
This is exxonmobil 2021
no need to benchmark. RL, SH, leads and CL26 above, it is overpaid while working level is short changed especially young folks.
To make it clear, I’m not complaining those salary package of old timers.
If continue with pay freeze regardless of their salary range, more employees will resign. As far as I know, most of us (low CL level) are either looking for outside opportunities or already took other offer.
You may say stop whining, but do you think we are naive enough to work our a-s off so that we keep our 5-6k per month and our bosses keep 20-30k per month?
More cases like the whole shift team or many engineers from same section will resign together soon to join our neighbour competitor company.
Please don't anyhow say they very free. They busy firefighting now, I just hear of 4 engineers resigned past 2 weeks!
Anyone knows what is the outcome from salary benchmarking, especially AWS?
I think there are generally 2 camps here.
- Those who earn well above $15K pm, who are comfortable with their finances and are working mainly for the pay (carik makan) and if deserving, upward mobility too.
These are the SHs-and-above, and also the contented, high-salaried 50-something professionals.
The second lot are the more worrisome, discontented complainers (whom, many have quit):
- The newbies with less than 10 years of service and earning less than $10K pm. These are the people starting off with life, with budding families and mounting loans (including high-interest “personal loans” and bank overdrafts).
Their recurring struggles - especially at end-of-month, to balance their finances. Those with schooling children and mounting tuition fees and CCA needs, transportation ….. from primary, through pre-U.
So each salary freeze and “No AWS” decision point will impact this lot more than the other.
In staff communication sessions, they will usually focus on Slido questions relating to salary remuneration, career development, PA, job stability / mobility and the likes.
Look at @6clqq+16zEvLP3 post, more positive reactions than negative.
Looks like this site got a lot management or a su---r for management's preaching reading. Since like management very free.
6dgtq+16zEvLP3
Now thats the real hard na--d truth
No denying
Straight to the point bro