Any prediction what will be raise 2 , 5, 8%?
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Salary curves are corporate level. No one has much visibility, especially your supervisors.
Its a secret nit so well kept that we pay just around market average and always dangle the carrot around future assignments expat raises with increased responsibility etc.
The truth is its a system meant to extract the maximum out of each emoloyee until they break or their conscience doesn’t allow them to go any further. Select few who survive become our ‘leaders’. Win win for everyine, who stays that long, which is very few.
@7tmc+1ddQuNoA - Not true, I was rated Good last year then Very Good this year.
Rated a Good this year. First time ever this low and reading these posts makes it appear that this ranking is the equivalent of NI and NSI and I should be preparing to be sent packing. Is this a correct interpretation?
Which functions see the salary curves? Is it only HR/Finance? Or do immediate supervisors have access to which curve an employee is on and what their "target salary" is?
@1ies+1ddQuNoA That's what happened to me. I was in Controller's and I wound up in the same rank group as my manager. He PIP'd me but he survived. How is that fair? He can't provide honest feedback when he knows that every point he gives me is one less for him. Shame on Controller's management. They don't care about employees with knowledge and experience. Their attitude is suck up or get out.
That’s not always true. The reason for the three curves is so they can target salary increases to the most vulnerable groups without increasing salary for everyone.
It’s often the case that (as an example) A-curve will get 5% and C-curve will get 2%. Remember, they “benchmark” each curve separately and as the curves move, so do the required raises to get you to 90% of your salary guidance.
The problem is the benchmarking sucks. I’m more familiar with the C Curve since I was in finance, but they omitted all of the tech companies which we know are the highest payers. So if you exclude the top paying employers, then benchmark to the middle of the remaining group, you’ve actually benchmarked to the somewhere in the bottom half. It’s pretty messed up.
Upstream salary increases are the same as downstream as percentage. It is the salary curve that is different.
Raises will not be 18-22% unless you are ranked very highly. Fortunately, prescient managers put themselves in the same rank group as their direct reports, guaranteeing that they will receive all the Outstanding rankings for their ranks groups (score!).
You lose them. I left about $50k worth when I left the company last month.
On the other hand, I was pleasantly surprised to discover we can take a lump sum pension buy out. I’ve been with EM for about 10 years and it’ll be about $150k, which is wayyyy more than I was expecting. Not quite the same as the full amount at retirement, but if I stick it in an IRA and get decent returns over the next 25 years it won’t be that far off (especially if inflation picks up down the road).
Raises will be 18% to 22% based on rank, Ni and below get nothing. This is to make whole after no raise last year, no 401k, inflation, and to stem the attrition. NI and below will need to go to another company to get a raise, then can expect 10% to 15% increase.
Everyone is forgetting that it’s been two years since we’ve had salary treatments.
Supervisors are telegraphing that EM doesn’t use a COLA-type system. Instead, they try to meet the market taking into account total compensation so to just expect a typical annual treatment. A 3% raise is actually a 1.49% raise annualized after a year of having no 401k match. Pretty pathetic, even for a company that pretends it pays as well as Chevron.
What happens if you leave before the RSUs vest?
upstream typically offers much higer raise than downstream - totally different curve
Outstanding 27 or exceptional 28 is 200 RSU for Downstream. They gave it last year despite freeze. I believe outstanding 28 is 400.
Average salary increase is 3%. As others said, NI and NSI 0.
Promotion is another 5% roughly
For us good ol’ fashioned NSI types - we ain’t gettin’ nuthin’
@xki+1ddQuNoA you are quite right on the numbers. That's what I hear
Supervisors aren’t given anywhere near the level of control you describe. They are the messengers not the deciders. They don’t do any of the things you described.
RSUs suck until Executive level. At CL 26 (and top quintile) I was getting 160 shares per year. At CL 27 (and Outstanding last year) it was either 200 or 220. Maybe it varies by group, but this was consistent across everyone I knew in the support services.
Promotions are a standard 5% increase beyond any other salary treatment. That’s to say, if they check the promotion box, you get an automatic 5% extra, but then you’re in a higher salary curve and can potentially get a larger raise while still being at 90% of your guidance.
I know in Upstream they were targeting about 3% during P&B, but that could certainly have changed with higher profits and higher attrition. Even at 3% though, that means top performers will get close to 10%, and I’d guess the bottom half get nothing.
I hope they give everyone a 25% pay cut. Seriously too much money is wasted to pay PowerPoint and HandRail goons.
@OP Doesn’t matter; it won’t keep pace with inflation.
Thanks all (for responses to RSU CL qs)... this info is helpful. Shame we are not more transparent within the company... I personally don't see the harm...
Basic compensation philosophy is for HR to very miserly to anyone who is NSI, NI, or Good. From there, supervisors will have discretion to give out RSU to keep too many people from leaving. I’ve heard some supervisors asking to give RSU to people who were NSI’d to keep them from leaving. So, no raise, we PIP’d you, but here’s some unversed RSU (to keep you around long enough so we can fire you next year or the next, making RSU worthless).
CL bump targets a 10-15% raise. I say target because actual raise will always depend on other factors (potential, YEE, years from retirement, etc.). A target is just a reference, but it provides an idea of what you might expect.
With an O at 27, you’ll likely get 50-75% of your base in RSU depending on whether your group has seen excess attrition. Also depending on whether they’re actually scared you’ll leave. Managers will have a lot of discretion this year to give RSUs out to their favorites (justified as a way to stop the attrition). The shortest vesting period for the RSU is three years (at which point 50% of the award will vest).
Thanks... can you explain the RSUs for me please... so say I was a CL28 / O... and say my salary was $100k (I'm just keeping it simple here), what is the expected RSU?
Also, if one were promoted what would the salary change look like?
It depends on how many people they will succeed to lay off, situation still developing. The bigger the body count, the higher the raise. Keep your fingers crossed.
No one knows this. Have to wait and see. HR is doing salaries this year and has taken guidance docs away from supervisors.
Must have received a rating of Very Good or higher to receive a raise. NSI, NI, and G still on a freeze. VG = 7.3% target; E = 10.3% target; O = 14.7% target; and O w/d = 18.1% target. RSUs up to 120% salary at all level of CL for O and O w/d to stop the bleeding.