What are we seeing…
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@fx the structural raise is lower than 2% is not true.
2% raise. Was told structure was lower. At least the CIP was higher than I was expecting.
@e4 If you're a PSG 25, the base CIP is 25% and with a corporate factor of 1.25, your total CIP should be 31.25%
I am starting to accept that as you grow in your career, you may start to hit the cap the company has for you (could be based on your skills, potential or perception of leaders). When this happens, your increases are going to be small, in line with inflation, and no more promos. It can be demotivating to hit that point, since you may be coming from many years where you get significant rewards for your work. But, seems this can be logical. You are performing at the same level. When looking outside, I don't see salaries being higher, at least in comparable industry/roles.
PSG 25. 5% raise (100% CO now), 28% CIP.
@c0 at least you didn't get a bill.
I have it on good authority that most if not all our key competitors have some factor that recognizes longevity at grade, however small. The logic is that getting VCs is still "strong" performance and doesn't cap at 100% CO. So while their structure goes up the same 2-3%, our competitors can max a VC in the same grade at 106-108% CO if they've been in it 10+ years and get at least consistent VCs. So after getting 100% CO, they still get that extra ~1% per year for "experience". Getting EE will bump up faster and that can max at 115% or so. Chevron seems to make getting > 100% CO far more restrictive than our key competitors.
@c0 you got 8%?? congratulations
@bt I knew MW is on platform
bc of my CO, I got .8% raise. oh well, message is I am overpaid.
Last year I analysed the correlation between CIP/Raises and performance rankings for our group of about 100 people.
Long story short, there wasn't one.
The two biggest factors that play a part in your remuneration review is the corporate CIP factor, and where you are in your CO.
Even worse, there is little relationship at an individual level between prior year's performance and pay, and future years.
The whole thing is a horrible game and mostly down to factors outside of your control. It is clear that HR doesn't have a single person with a semblance of mathematical reasoning.
I don't have my numbers yet, will get them next week and I don't have much hope. I am at 104% CO. What's point of working your a-s off if you will get excuses to not get raise. I will do just enough !!
@ac just talked to a friend who got a promo. My manager got a list from HR of people who had been over CO for multiple years that HR was recommending to promote. Those were the ONLY people he was allowed to promote.
Shockingly positive for me. I was below CO with two EEs. I got a 10% raise and my math says a 1.10 IPF on my CIP.
@ay I don't understand this sh-t. Why you have to promoted to go beyond a salary range. Absolute nonsense
@b7 1.5 corp factor?! You a Hess employee? CVX got 1.25
@b7 they did! Mint was 9% minimum when I hired on and it’s down 2%.
HR needs to get their god damn sh-t figured out.
Nothing like a barely above inflation raise in a year where you've been told to report to the office 33% more often, you have to take on the workload of your laid off colleagues, you no longer have an assigned desk, your benefits were cut, and when you're being told that the company expects harder and longer work hours as part of a new forced ranking program. Cool, cool.
3% raise. The 3% narrowly beats the 12-month inflation rate of 2.4%, which I wasn't expecting given the people who run this company.
The bonus, even with the 1.5 corporate factor, was about what it was for the past few years. Did they shave down the PSG bonus ranges? I suspect they cut each down about 1%.
2.2% raise. Was already 103% CO. Very poor of the company to do this to the people who they claim will help them achieve their results. I can't wait to find a new job, and I think more will follow suit. Not a great company to work for and no incentive to deliver for chevron now.
@at+1 - PSG 23 or 24? Over of under 100% PSG?
5% raise, 20% CIP for 1 EE, 1 VC.
At Exxon many of us received 0% increase. That’s right. Not even a structural increase.
~2.7% for structural
~3% raise, ~15% CIP which is less than in previous years (my CIP has usually been about 16-17%). same performance ratings as in previous years.
1.8. small. 1.25 is a big factor with a small cip bucket.
What was last year’s structural?
@aa sorry to hear, I am expecting the same or lower.
Did anyone actually get a promo or told why they were not eligible? Been pretty hush hush on this front
Curious to see if more EE’s meant more raise. But you have to take into account where you are in your PSG. If you’re close to 100% don’t count on much (not even structure). But sups can try to make up for it with more CIP or LTIP. When I was a sup I had quite few way over 100% PSG but I still gave them around 2% and tried to adjust with more CIP
Guess I got sc--wed with my 2.2% raise.
I got a 3% raise, which my boss said was “in line with the rest of the company,” which sounds a bit like structural + a very average merit increase.
Structure was 3%
Any word on structure this year?
something grocery inflation will eat up
Admittedly I am shocked, given the circumstances of last year. 12% raise. Pre-CIP bonus was at the very top of my PSG’s range. Maybe they don’t want to outsource the rest of us just yet…