IT has worked so hard over the past two years to keep this ship floating despite Execs shovelling in water. Long hours, afterhours work, and doing the jobs of multiple people. Raises for USA EMIT workers was hardly nothing while the company prints money...expect attrition to continue.
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All you guys want is to chill, slack in the lounges, browse Facebook, and demand big dollars.
Let’s be serious: leaving aside the BS, EMIT for EM is really a help desk and maintenance for the computers. Yes, the job market is hot for programmers, yes we have overqualified people but, sorry folks, we really need community college grads. That’s all.
So time to move on.
@1ddf+1ehMRGD1 plenty did stay, for now. For many reasons. But they will be quitting come January BECAUSE they treated us like sh-t during this salary planning. I got 10%, which was more than most. It took me 12 days to find a job with a 85% pay increase, apply, interview, and be offered (accepting tomorrow). I didn’t need XOM to match that change. But giving me 10 (I know still more than most) was a complete slap to the face. ESPECIALLY considering all of the hype they gave to how great the raised were going to be. Did I expect in 2020 that I’d get a raise for 2021? He-l no. But I was ok with it I understood why and could understand to wait for 2022. But that wait was for nothing. So goodbye.
For GBC locations even those in needs improvement got double digit raise.
@zmq+1ehMRGD1
Similar situation with Exxon’s U.K. affiliate with respect to early career grads
EMIT , of all the orgs, have the hottest job market. The good ones (ie the ones that had a market and other job oops) have all left for higher pay, better work, companies that value them, etc.
The ones that are left are for the most part either 1) overpaid and can’t find anyone else to match or 2) close enough to retirement they’re riding it out
Which of the groups in 1 or 2 deserve a raise?
Probably because HR has experienced your services…
IT is non-core. You are thought to be a commodity. Sorry.
The problem is benchmarking is done against oil and gas companies which favor those in engineering. They should benchmark each curve separately or do away with the curves. So many functions are being misrepresented on this "benchmarking". It's time to fire these incompetent HR leaders starting with Tracey!
Exxon's cash cow affiliate in Canada, IOL, handed out double digit increases to newer employees - a feeble attempt to stem the exodus experienced in the last few months. The increase granted was a combination of a CL bump and merit.
Additionally, Controllers and the finance function have contracted several ex-employees and retirees to help out with reviews during year-end. Some of these contractors are returning after many years of retiring. Their job is to supplement the inexperienced managers and supervisors and are in effect an insurance policy, so that the incompetant can be protected from the fall out resulting from any potential year end issues.
About time to move these jobs to a cost effective location.
EMIT leadership is way too far down the corporate ladder to even get an audience with the MC.
@bdc+1ehMRGD1 - do you really think that the EMIT Leadership did go to Dallas to raise the issue ? As far as I concern, they are always telling us that it is HR that provided the salary benchmarking vs the industry...
They probably will be told that they need to keep the cost down in order to be competitive vs our competitors :p
Early this year there was a comment from EMIT leadership that they were going to go to Dallas to seek higher salaries to match IT industry. What happened to that? Was it just flat out rejected?
Please contribute with XOM. Situation is rough.
Just don't buy additional toys and live with the same salary you had last year.
No raise, please.
A lot of those hard workers were PIP'ed last year and this year, and don't have jobs this holiday season. Ask me how I know.