I got 2% raise as part of mid-year raise but my supervisor told me you may or may not get raise in Jan. I moved to new team now within surface. My new supervisor is a$$ not giving me clear answer I have to wait few weeks.
This is pathetic after 2 year they gave 2% raise and I think it will be same for Jan too.
Any thoughts?
2% was a joke and many got 0%, while your supervisor may try to say the rankings don’t matter in the big picture, this is solely how the approved increments will be distributed
I think if people are here for the money, they will stay...but if people are fed up with the toxic culture, they will leave no matter what...
absolutely true about the change of the corporate system, all the SPVs and managers are waiting until they can see some actual numbers, in my location expected within the next few weeks as it's mandatory to communicate the new salaries before year end. If you already received your CL bump earlier this year, that's good because the salary curve will be calculated based on the new CL plus you had one of the top categories last year, so you might get a good increase. But compared to 2 years ago, you supervisor did not see the numbers yet nor will they be actively participating in the decision. I'm sure that if they will have good news, they will be sharing as soon as they can. I am now mildly encouraged with the latests posts in this forum but truth be told - I probably would be able to find a better paid job within a few months if I wanted to.
Ewww. 2% is a subtle way of asking you to leave. Slightly better increment than the NSI/NI candidate. Preparing you for 0 increment.
Your manager probably doesn't even know yet. This year, they've been very slow about informing managers what the raises will be.
If you assessed in VG or higher, you can expect a very nice raise (I’d guess 7% to 12%, based on assessment, and could be more if you’re lower in your salary band, have good experience and assessed in Excellent or Outstanding). If you received a CL bump then you will get an extra 5%. Relax.
Some supervisors and managers even don't have idea how the system works because there are a lot of factors that influence your salary..past performance, CL, YEE...so to be on the safe side, they will just take HR recommendations...because otherwise if they have to build up a case why you deserve more they will be labelled as troublemaker and have effect on their own career progression...in a lot of big companies, you have a table indicating the pay grades and all people have ideas how it looks like...since we are not paying for a position, definitely we are not following the motto "equal pay for equal job"
@mjc+1dSUJ1G0
“We promote long term career stability and future career development”
The best sinister joke of the last two years.
The system does determine the raise, managers have limited capability to change that output especially this year with the added corporate constraints. They won’t be lying to you but if you feel like your leaders should have better control over this you should look elsewhere.
@mjd+1dSUJ1G0
Just like many things at Exxon, they will say "the system" determined your raise. Sorry my hands are tied. Many of your colleagues have taken the red pill. Perhaps you should consider it, and wake up from the Matrix
Ask your supervisor and manager to fight for you with HR in order to get the salary increase you deserve. If your supervisor would like to keep you, they will do that. If not, then you know that you are just a number in the company and you can be replaced with someone else if you decide to leave.
Time to find a better job
So, are you losing, holding or gaining ground? Does not matter what others have, or have not gotten, others don’t pay your bills or feed your children, all that matters is how you are faring.
at least you got something even if it's 2%
many have received NOTHING for 3 years - since early 2019
count your blessings
No/minimal raises across the board. HR has full control of the syatem, supervisor can do nothing but communicate. That’s it, they have changed the system and there is no way to fight it. HR is pulling the strings from corporate level. And the supervisor is the ‘communicator’, its pathetic.
2%? How does that compare to your local inflation rate? Are you gaining ground, holding ground or losing ground?
We promote long term career stability and future career development. Thats why we dont have variable pay for performance. But in reality, the longer you stay in a company, there is higher chance that your value is going to be lower vs outside market due to salary compression. Hence why you see many people have to make the jump out in order to get more salary.