@68zxn+16zEvLP3 cannot compare like this one... we are the most expensive in Asia btw... compare with KL and India you'll be quite happy already. Car is not necessity, we don't need to stay condo... can stay HDB $350k 5-room flat in Sembawang. Overall, if single and no kids, average performer CL 23-25, retire at 45 is not a problem
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This year PIP will survive unless your boss really want to kick u out there is a cost of fire and hire all hidden cost but no one mention it. It will be like auto pass unless u take the package, 3mth. Short of hands at all working level but many hands in management.
With attrition numbers above plan and hiring re-started earlier than planned, will this year PIP be auto pass?
Some supervisors get second time PIP already. How can we survive in this situation?
Now, that’s the most revealing BLUF that we’ve gotten to see thus far.
EM’s Asian outposts are generally, on a much lower salary scale - historically, with the exception of Japan (when we had affiliates there, back then).
This is despite Singapore’s world-class GDP by the turn of the millennium, and now in the top 10% cities in the world with the highest cost of living!
Even if we earn the same salary as our US counterparts within the same CL brackets, our cars here cost 3 times as much (any brand, any model).
Not to mention the higher cost of private property here, if all normalised on footprint area, or $psf.
Of course we’re not comparing the likes of NYC real estate (where not many EMUSA employees live in anyways, if at all).
Converted to USD, our SG new campus hires at CL22-23 are waaayyy UNDERPAID!!
There is some semblance of remuneration parity as the outstanding ones here, claw their way up to DH (CL28-29) level - but even then, they’re only closer to the BOTTOM bracket of our American counterparts, in USD-equivalent.
At that salary scale of >SGD250K pa, our DHs’ income tax will already hit IRAS’ >30% bracket - not low at all, compared to international standards.
This is specific to college educated work force. Admin staff are lower in salary and this chart is not meant to outline their respective salaries. US salary scale
22 or 23: entry level - $110K to $135K
23 to 25: mid range - $135 - $160K
26 to 27: Senior range - $160 - $180K
28 to 29: Middle Management: $180 - $250K
30: Executive - $300 - $400K (division leaders)
31 and up lots of $$$ (senior division leaders)
*This is not compensation for Corporation Executives in Dallas - just rank and file in Houston.
**97% - 98% only make it to CL 26 - 27 during their careers
Bonuses are give to the top 20% of CL 26 and higher. Generally, it is given in the form of RSU's (Restricted Stock Units) maturing over a 3 year period starting from around $25K to the equivalent of your annual salary if you are lucky enough to be a CL 30.
Old experienced go away.
New campus hires come in, like chicken without heads - how to get trained so fast?
Incompetent leadership - young SHs and senior complexes alike.
All talking without substance.
None listening.
Ineffective and lagging KLTC support.
Work overload.
Chaos everywhere.
Recurring process incidents and even fatalities.
Process technicians start to quit.
SGCX shuts down.
The End.
Acknowledgment: Playbook derived from “The End Of Days”
Wow! Start hiring.
To get cheaper people to replace expensive old staff. PD implement this good strategy.
@65esy+16zEvLP3 What are you talking about? We haven't been hiring for over a year. Only last month then mgmt panicked and got permission to hire. But it's not just snap fingers then immediately get X people join the company. And the people who get hired, will take years to fully replace each person who left.
they will just hire more worker bees to increase the ratio of managers/supervisors to individual contributors... what's so difficult
On average I hear of 1 person quit every week. This is only for people I hear of so I'm sure there's more than 1. I wonder what's the ratio of managers/supervisors to individual contributors now. Is it 1:1 or close to it?
Obviously the good old days are over. Instead of benefits, we only get WAEM emails to share winning behaviors.
Yup.
Many of the strawberries now, will never see our “ill-gotten” once-every-2-years CL promotions ….. each time, with up to $1K-2K salary increments!
We’ve truly enjoyed those days of our lives.
EM Corp had really tightened their purse strings this decade!
What can I say?
Born in the wrong time. Sigh!
Hello strawberries, stop dreaming of making big bucks. You were born in the wrong gen. Now Singapore is open to FTs if you dont want your job someone cheaper and better can replace you, its the same for all industries. Just man up and slave for your hdb.
Hey please also manage your expectations here? There’s never a year with belt tightening measures. We just have to remember there’s no more good life in O&G anymore. Can’t compare with previous generation. While the standards of living have improved a lot for the people around us, the pay has not kept pace in XOM. HR told us be glad we still have a job. They would have moved all jobs to KL, India and China, if they could. So they have made their moves, what’s yours?
If it’s to come to this board to complain, you don’t have a lot of choices, so you?
Hey please also manage your expectations here? There’s never a year with belt tightening measures. We just have to remember there’s no more good life in O&G anymore. Can’t compare with previous generation. While the standards of living have improved a lot for the people around us, the pay has not kept pace in XOM. HR told us be glad we still have a job. They would have moved all jobs to KL, India and China, if they could. So they have made their moves, what’s yours?
If it’s to come to this board to complain, you don’t have a lot of choices, so you?
In my past decades of working in EM, I have seen all my past DMs retiring with landed property, luxury cars, stock holdings and plenty cash.
Today’s DMs are unlikely to smell these, unless they manage to reach GC’s status.
At point of merger (2000), the h-Mobil Supply Manager got >$1M+ in retrenchment benefits alone (based on 2 months salary for every year worked, with no max cap)!
Yup, those were the days of richie riches.
Guys and gals, relak lah a bit!
All this has got nothing to do with EM.
It’s all down to the strawberries having been born at the wrong time and not able to enjoy the economic spoils, remuneration benefits and asset value escalation, compared to what the boomers had the opportunity to reap from the earlier decades: (PRE) 9-11, financial crises, stock market reset, Covid-19, SG cooling measures, EM’s downfall.
The world has changed. Drastically.
Now, working for an oil major, in your life time, will not guarantee you to riches!
It had made millionaires to many in the past, when they retire (including super pensions).
@61wfs+16zEvLP3
You sound so stupid to disbelieve that poster.
You are indeed a strawberry generation, not to understand that there was significant capital appreciation on SG real estate, from the 80’s, to-date.
From the then-typical $400psf, to today’s high >$1500psf (even for blaah 99-yr LH ECs!).
So take a standard landed house of 3,500 sqft bought then and sold now.
You do the math.
That guy would probably have made a profit of close to $4M - or higher, since my basis numbers shown are conservative, and it also depends on the property district he had purchased.
The more time I spend here, the more I realize that the majority of managers I've worked with/for or otherwise observed are just glorified information brokers; collecting information, updates, accomplishments, details, etc. from those they rule over so they can use it to their advantage. Whether it is taking credit for the the work of subordinates when they had little to no involvement, or making it look like they are valiantly leading out in various aspects of their organization's daily work (which they usually aren't), these selfish, egotistical, megalomaniacs contribute almost nothing substantial or meaningful to their organizations, the company, or the people they supposedly "manage". They just gather information, dress it up in a way that makes them look good to their higher-ups or other snake-whispering peers, and pass it on via PowerPoint, unnecessary meeting, or time-wasting email. Most of the time, the people from whom they're sucking information out of never know why they're doing it, or what they intend to do with it.
There is no perfect management or leadership in any organisation. But Operator supervisors ALL are JLB. I am a technician aspired to be supervisor one day as well. It is not only because of the high pay. But this role have no duty and responsibility as well. Seeing how my direct reporting supervisor delegate out this duty and frame it as points to score/publicity/appraisal needs. At the end of the day, something went wrong. It is always FRCS 5 and 6. While supervisors can spend time smoking and chatting most of the time. So, why I need to work so hard? This chain effect causes equipment lack of proper OBC, unplanned shutdown, unmotivated technicians, and many. At the end of the day, managers/HR will consult supervisors instead of the technicians. The real problem is not solve but technicians were accused to be a difficult person. True root cause is because of supervisor. I tried to put in words. Hopefully company can reset all these JLB, sue them and take back all the multimillion dollars spent on them. As for me, I am already enlighten and only hope for the best for future generation.
Doing the bare the minimum to cruise into retirement yet dream of getting severance package. The sense of entitlement is astounding. Talk big here about owning multimillon assets...so?? Go retire early and enjoy then. Reality is you also have multimillion liabilities, right? So just shut up and play pretend you're worth every single penny of pay EM gives you. Fu-k*ng mo--ns
Same... just wish that EM can let me go and give me the 1 yr 1 mth severance package... totally no motivation working in this company. And I really pity the juniors who just joined and get pay freeze.
61ero+16zEvLP3
You one he-l of a very lucky em employee
Good and glad for you
Really wish we the Old Guards get kick out the sooner the better
Thank you very much exxonmobil for all the very good times and money
Cheers
@61lzi+16zEvLP3
Wah lucky I am coming close to retirement age.
So frankly I don’t care any more about getting c r a p p y, or zero increments.
Just give me my base salary and medical benefits and I will continue to work without questions asked.
When it’s time to go, then it’s time to go.
No need to crack my head about a sustainable livelihood (I already have millions in assets and savings accumulated over the years), unlike the strawberry generation complainers. Hehe!
JLBoperator
Don’t worry.
All PIPs this year will pass one - unless you opt for PIL.
I give you my word.
I just got PIPed, be ready guys 2021 and it continues
Guess you must be prepared for cr---y increments for the next few years at minimum. I can’t see how the corporation will be able to pay for talents when they are cutting down on costs left right center. This is despite minimal biz trips. So youngsters must be clear why you are staying.
Leaders failed to motivate ppl and bring best value out of employees rather spend countless time rank ppl , the whole pool is just so so so what to rank and select top talent as future hi po, there is no visionary leader in top management, no extraordinary ppl in this corp, even may have a few but soon will be cultivated to be all are part of rigid cumbersome systems, which is proud of by managers, what a joke. The pipeline is not great, so 10yrs,20yrs from now who lead this place, the current sls, btl, DH. Are they extraordinarily people ? Some even don’t understand the process, the machine, the logistics, the business well, don’t know how to handle crisis like this. Just purely manage not lead, such situations is self destructive, and downward spiral, take for example, today the hot topic CCS will not become a revenue source in 10, 20, 30 years, it just brain washing newbies to stay on this will change the world, get some fund investments, really economic viable ? because no matter what need some minimum ppl to run a company. And every attrition is a cost to company, poorly HR professionals and managers in here didn’t realise this. On the surface may save some salary but loss some good ppl with good knowledge that may never come back, hope when things badly happen they could realise the mistake they made. Don’t seem to be bright future but it won’t die though, but you have to way in if u wanna spend your most valuable years here, by the time u pass 40, what it will look like, plant get older, getting new set of asset heavy crisp to manage, any new thing? ccs/really? Sound Exciting? not so much…
@5Xwtd+16zEvLP3
This only reinforces the fact of weak leadership. We have a “lallang” Mgmt style. Bend and swing in the direction of the wind. Myopia , deficiency in clear vision. Its clear this is a sinking ship. Why ? Bec the critical Differentiator ( people) of this company from competition has been destroyed . Best of all, it’s an act of self destruction . D-mb W chooses shareholders over stakeholders (employees) . It’s clear why such short term over long term interest - self serving . Old guards being retired or made to go, young will choose to leave . Who will join? Who are the pple willing to remain behind to go down with this sinking titanic ? Who are willing to be the musicians to remain on board to play the last swan song before perishing with the ship? If not for the reason of no better option who will? I am thankful , I left already in a life boat recently. But felt sad for those that I call friends that still stuck in the ship….
@5Xrdl+16zEvLP3
You look at the people in Training - mostly all “Lobo” and “PES C” (to use SAF terminology) ex-OSs and ex-SSs, who cannot perform field operations!
This is to guarantee a job for them till retirement?
@5Yzbv+16zEvLP3
Agree.
PE section heads must have fulfilled a stint as PE contact / or process design engineers before, prior to being considered for promotion to a PE SLS.
With no process engineering experience / background whatsoever, it would be very difficult and challenging for him to understand the real world, underlying process-related issues and probable root causes of the problem - in order to be effective in providing timely intervention, oversight, guidance, steering, coaching and overall leadership.
I am glad to note that, at least for the Process BTLs, most if not all, were from PE before - and very good ones at that too 👍🏼
Promote a non-PE to a PE SLS, but he cannot even perform effectively - then what’s the point?
Not able to lead, nor coach fresh PEs.
Blind leading the blind!
The whole section will go into a tail spin !!!
too many folks (with past roles in non-technical roles) promoted to technical leadership roles. Not sure what's the thought behind that.
(granted there are a few high calibre personnel who are able to really pick up fast and lead properly)
well, if this is what EM wants, so be it.
RL are paid more than SMTEs. What a shame
What is PE?
Is the RL role similar to a LPS Core team lead?
Both also can become PE SLS, after a leap-frog job!
best is that after RL, you can become SLS. Even if you do not have PE experience, you can still be their SLS after your RL role.
But we have to admit the talent in PR and manoeuvre situation to gain advantages for oneself in expense of others. We had seen a few real life examples like in digital manufacturing team/lead/champion