Increment and promotions coming next year! Hang on guys!
5507 replies (most recent on top)
The rules will always be bent for the hipos. You already know that from day 1. If you can’t stand the heat, get out of the kitchen. There’s more places for you to showcase your talents. However, coming here to KPKP won’t change things and EM will continue to be EM. Obviously that’s not good for shareholders (and you can see it in the price) but there’s really no point in working in a toxic environment.
Wah young engineer buys a Toyota Altis at 1.5 times his annual salary = a DH can buy a Porsche sial !!
But from a local (non-expat) standpoint, the company will still have to retain up-to-$300K/yr DHs and up-to-$500K/yr DMs, regardless of age right?
So it’s got nothing to do with being costly, when well-remunerated leadership is sorely needed now!
nothing to do with age or performance. purely a cost consideration. even if your standards make people vomit blood and high blood pressure, you stay if you are cheap
A case of “out with the old (aging, costly, non performers)” and “in with the new (younger, cheaper and quicker)” maybe?
EM is on hiring spree now? Why huh? Don't understand after watershedding
@6mqyx+16zEvLP3
You’re exactly right about the “meritocracy-based” EM promotion system.
It is all based on one’s Assessed category, (previously - Ranked RGP), CL / salary curve and YEE.
One’s assessed Potential will be the final differentiator, that decides on how long/short you remain in a job, before being considered for your next move.
If you have not yet even attained a SH position before you turn 35 (33, for females w/o NS), you are certainly not a Hipo.
Yours will be a long and arduous journey ahead, in your EM career - where every foothold up the steep mountain slope will need to be fought with grit and tenacity.
Intelligence and capability alone will not cut butter here.
Otherwise, like many stagnating in the “normal band”, you will remain in position for quite some time, while seeing the lower-rung, younger Hipos out-climb and overtake you in a matter of years!
Sad, but very true.
No worries everybody knows exxon standard is world class
Any Sree Wong and Ali FLS and Technicians joining em can be forced trained and become subject matter experts in plant machineries equipments lpo lpsa ocvm webcat pau ka liao in just 6 mths
After 6 mths these new latest worker bees cannot tahan will also quit
They discover in house why need to suffer so much with all the shiiiit
And so the process will repeat again and again
This is the new exxonmobil
Hahahaaaaa
We, worker bees can understand that EM needs to pay dividends to shareholders so that they will continue to invest, needs to pay stock options for higher management because they make decisions, needs to pay increments to top 10% hi-pos so can retain talent. However, pay freeze and PIP to us so those old timer higher management can continue to take 20k-30k package by claiming credit of cost saving.
Hope EM will understand us (worker bees), while most of us resign to join other growing industries (pharmaceutical, semicon, tech) and construction/projects which offers minimum 15% increments because of current manpower shortage situation.
If DH/DM and above level, if you think worker bees like FLS and technicians level can be replaceable with new hires after 6 months training. Please.. you must be sitting on Ivory Tower for so long with fat pay cheque… whatever you talk in safety stand-downs or stand-ups, can’t help anything. There is a reason why field experience and hands-on skill set must be appreciated.
Hi-pos in the top 10% of PA cohort (aka OWM category) get EM stock options too.
In a blink of an eye (a couple of years), for the average Joe / Jane, them Hi-pos will quickly rise way above you in CL status.
If Joe or Jane opts to remain in the company, they could end up as a Lead, or Complex.
But the ball stops there.
SH, DH ….. and eventually DM positions, are reserved exclusively for Hi-pos.
HiPos get mid-year promotions and increments. Remember being ranked well does not make you a HiPo. You need a sponsor to be a HiPo.
What is NSP and MPC
From ST (Sep 3):
The National Wages Council (NWC) will convene next Monday (Sept 6) to develop its annual guidelines on wage and employment-related issues even as Singapore prepares to reopen its economy further.
In its deliberations, the council will take into account the domestic and global economic situation and outlook amid the Covid-19 pandemic, as well as the latest developments in Singapore's public health measures, the Ministry of Manpower (MOM) said on Friday
The NWC, which is chaired by DBS Bank chairman Peter Seah and consists of employer, labour union and government representatives, aims to release its updated guidelines by the end of October.
The new guidelines will cover the period from Dec 1, 2021, to Nov 30, 2022.
Said Mr Seah: "Given that the trajectory of the Covid-19 pandemic appears more certain, it is important for NWC to review the economic and labour market outlook for this year and make relevant recommendations."
2022 NSP @ 5% ?
Comment: It was only 3%, some 5 years ago.
Variable MPC is good
1986 - Hydril.
2022 - ExxonMobil Singapore?
Today a memorandum regarding annual increment and variable MPC is out. Any thoughts hehe...
No “mid year increment” for those ranked outstanding? Fake news from this forum?
I heard that Singapore’s NSP guidelines will be stronger this year, taking into account the Covid impact on the country’s overall economy over the past 2 years.
So EM-SG’s increment range will likely follow suit (expected) to be a bit better too.
20% (or $1K+) increment for new <5 years engineers should not be an issue.
@6jgtx+16zEvLP3 I got Outstanding in past two cycles, yet still get pay freeze. If my increment is any less than 20%, I am out of here regardless of my ranking.
For the young pple still in the company less than 35 yo, how much increment are you expecting?
RL should be renamed R-JLB
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
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?