PIP is a improvement program to demote employees after you have improved.
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It is very politically driven during ranking, we managers are aligned and has a hidden pressures to ensure top tier employees never gets demoted to the middle tier. It may sounds great that even if you are slotted into the middle tier of excellent/very good, it is temporarily until we can start hiring again.
I’m was PIP last year and not fired. Take your bu-----t elsewhere
“8% is to help you improve performance, it’s not to fire you…”
Biggest piece of cr-p I have heard from management. Show me who’s PIP and still get promoted even after improvements.
@5Oavf+16zEvLP3 If you are so unhappy. Get lost lah. Leave EM now. Better for your health sake.
EM and the industry is fine. It will continue to do so.
No more new, gasoline-only and diesel-only engined vehicles will be allowed to be registered in SG from 2030.
This will heavily impact on the oil majors’ retail business - both fuels and lubes products!
Only COE-extended vehicles and hybrids will come and pump.
That is only 9 years down the road!
Not a very far-out scenario.
So how?
Convert all gas stations to also support charging stations for EVs?
Or return the lease back to garmen and divest retail business?
So you want to export more mogas and diesel then?
But other OECD and many non-OECD countries like China are also shifting to EVs.
Then sell to who? Developing, third-world nations? They will also need to shot to EVs as major manufacturers stop combustion engine production.
Diesel and Jet fuel shifts to bio-fuels.
Companies like Neste is expanding.
Bunker fuel shifts to NG, and/or ammonia.
Green energy, blue energy, are all breathing down the neck of fossil fuel.
PP/PE and all plastic derivatives can and will mostly be recycled.
Where will we be in our business, in 10-15 years time?
If you get PIP this year, mostly you are going to get it next time. It is very political. Top performers will always be in their safe zone. Better find a new job before it is too late. EM is not a good company for you to work for entire life.
Yes. In my unit there are a few of such cases. They fast track to other departments like PD, LPS,
Digital Manufacturing and etc. because of their intangibles skillset (the dirty side of it) as they won the heart of those 3 yearly rotational SLS & foolish supervisors being brainwashed by them.
The future is bright. The chemical company management has already said Singapore is strategic. No need to think anymore. Singapore is back again! We are ExxonMobil. Everyone who goes into PIP will pass PIP. Don’t worry too much. We are ExxonMobil.
- senior management really thinks all of us are stupid and will continue to drink the Kool-Aid.
Why reclassified supervisors as technicians and senior technicians as junior technicians? The only reason I can think of is cost saving.
@5Ngql+16zEvLP3
If I am now in EM’s campus hire program, attending an interview and if the interviewer tells me that the bottom 8% of each year’s performance assessment cohort will be continuously weeded out, regardless of his/her years of service, I will say NO.
Lol focus on having a stable
Govt lah.. can’t even come
Out of lockdown want to talk about do better LOL.
So any SLS or managers got PIP? If the answer is no, that means that all those who were ranked together with them and got NSI'd to meet the 8% are the senior employees on professional path right? Meaning that everyone on professional path is doomed to get PIP'd 10-20 years into their career?
@5Nish+16zEvLP3
Whenever a 3 - 10 years experienced employee leaves (by resigning or PIP), then hire fresh grad for replacement, already save a lot of money. Good strategy by senior mgmt/HR.
Oh, the fresh grads need time to train up in order to be 100% replacement? That's for the people on the ground to manage, not senior mgmt's nor HR's job.
Transfer to KLTC, especially the supervisor and specialist roles. We can do better and cheaper.
Fire the expensive and hire the fresh = cost saving and efficiencies… my boy also knows this.
@5Nvlo+16zEvLP3
Correction.
There is a “must NSI”.
Then there is also TMTS.
Both of them translate to a regulated headcount reduction.
But there is now, in addition, urgent hiring to compensate for the unexpected rise in attrition (higher than planned).
So, does this all seem right to you people?
Firing and hiring at the same time?
Wonder why there is a must NSI, what is means the hiring process not good, ie managers blindness or some backdoor hiring, or the selection does not get the right candidates or base case cannot get the best candidates. Or hire the best but when soak in here become mediocre. have to use this process to get ride of ppl rather train them. It will be survivor mode for most ppl, compete within the group, see who will last longer by each year. Maybe that’s the reason sometimes I see ppl keep things for themselves, not to disclose knowledge and experience sharing proactively, so keep the secret can survive longer. Of course this is for ppl have to stay or chose to stay.
Not with the current compensation structure. The risks outweigh the rewards here.
Everyone now will need to look at the PA system from a bigger and higher perspective, going forward.
As long as the inconvenient-but-necessary 8% NSI-PIP is there, it will work against the most of us from VG (PA mid-point) and below.
Only the Outstanding and perhaps, some Excellent individuals’ careers will be “developed”, given higher potentials, etc.
The question that I’d like to ask all those who have elected to stay on in EM - by choice, or otherwise:
Would you have joined a company (like the EM now), either upon graduation or from a job switch, if you were told that every year the bottom 8% will be PIP’d and risk being asked to go ….. regardless of the number of years of service that you have had.
That is, it’s not only restricted to those who are under the ubiquitous probation period upon joining.
Which means that for the rest of your working life in EM, you will continue to risk your job being severed - insofar as you fall in the bottom 8% heap, each year and every year.
That alone is daunting enough for me to question my continued employ in this company.
My family’s future destiny could be jeopardised if I were to lose my job ….. and it’s impact would be felt much greater with age. I cannot imagine myself losing my job when I am 40-plus, or even worse, when I am 50-plus!
@5Lwqn+16zEvLP3
I’m afraid not - cos the older and very experienced ones that you and many other past EM expats had worked and interfaced with in SG have all gone, or (forced retired). Managers, supervisors and engineers alike - all good ones, tops in our industry.
Many now in SGCX Manufacturing are very green behind the ears, young upstarts that don’t even know what they are talking about!
Not to mention their (in)ability to lead!
That’s the sad state that we are in now
the attrition is still low which has given management confidence to implement high NSI % next year. Mark my words - you heard it here first. Next year’s NSI will be at least 5% and above! Welcome to Singapore, where workers can have no perks, no dignity and will still continue to work for minimal increments and minimal progression for years! We are Exxonmobil!
Colleagues in Singapore. Hang in there. Hope whatever you decide things turn out well for you. Everyone I know who has worked in Singapore enjoyed working there and speak highly of the local workforce. Hopefully the good times return again.
@5Kzdd+16zEvLP3 What is the point of asking anything? ROFL.
I wonder what’s the deal like for those unfortunate 8% that kenna PIP this year?
Is PIL now an option?
With continuing and escalating attrition, I think the company will be holding back on the PIL option, for now. It won’t be to their advantage - them sly HR weasels ought to know this!
If you know that you’re gonna leave anyway, at some point in time, you might as well take the PIL’s 3-month salary in-lieu, plus the pro-rata AWS, plus encashed leave balance.
That ought to work up to quite a tidy sum eh?
Contented and well paid? My a$$!!
On top of the over-burdening workload with increasing attrition - PM, troubleshooting, RAs, MOCs, BT work selection, etc as baseload, we spend even more time after office hours catching up targets set on LPOs, OCVMs, WebCat modules and many other NVA work.
I can / now get equivalent or better pay outside, doing more satisfying and valuable work that also gives me a better work-life balance.
By 30-something, pro-creation is also now becoming more critical as a life plan. Working in EM is just too stressful and really not worth it, especially when the punitive PA system makes it more of a career nightmare!
Everyone is contented and well paid!
We are ExxonMobil! Hurray!!!
Wah! today Ref Technical comm session is very quiet leh - nobody ask questions one, except for the “anonymous” questions posted in slido.
Everybody must be very contented issit (other than those who already left the company)?
Always remember this (looking back at previous ranking system):
“Very Good” is 3rd Quintile (only).
Last time, where got get a pat in the back and encouragement for being in 3rd quintile? You were deemed mediocre!
Nowsaday, if you get “Very Good” in PA, you will be congratulated for having done well!
Mere words and “positioning” ….. comprehende?
I want my midyear adjustment but my PA is average. Any hope ?
Who will get midterm adjustment? Based on current year's PA feedback session or last year feedback?
What is the increment amount from CL25 to CL26? Is CL26 onwards then considered Manager level?
i think i know who you are, thanks for the encouragement. All the best, will be seeing you around i hope.
Good on ya!
Outstanding With Distinction
Yay I got my midterm adjustment!
Singapore is for everyone! So everyone just come and take what they want and in the end, who’s the worst off? Singaporeans. The rest are happily developed. We just don’t have enough local advocates, and we end up just ki----g our selves. Sinkie pawn sinkie. Add a cr---y toxic environment, I can’t see a way back for EMAPPL right now.
As you can see, the very toxic environment (Singapore against KLTC, Houston against India) by Fnco+16zEvLP3 comments. Due to the way Management is handling this, it generates “unfriendly” competition between colleagues working at different locations due to their “survival”. Is this what the Management want? This is surely the slippery road to a Failed Company, when employees are bickering among themselves. Do you think in the current atmosphere, you will help your colleague perform better than you and put your job at risk? Do you think EM can attract talent to join the Company?
The Management got to put a STOP to this before it become permanently engrained into the culture…..
So glad to see SG being cut and KLTC booming. These "DTLs" or Singaporeans sent here will soon be replaced hehe.
Managers are extra careful or even fearful of OWD, any wrong move affects their reputation in the eyes of the management. Managers will tell OWDs, their potential CLs looking at the longer term future, reducing their flight risk. If we didn't hear from them, means we are the dispensable level. Entry into the OWD, is not about our performance, unspoken criterias were set when we joined.