With the new rating system there is no forced distribution. So is getting 1-2 EE’s the new 2? And then 3 EE’s would be like getting a 2+ in the old system? Etc..
I really don’t know what is normal
18 replies (most recent on top)
I miss the old ranking system. At least you knew where you stood!
Meaningless. Employees have made comments about the ranking system in some past employee survey and this is a way to placate to get them to stop complaining about it. Now HR and Management can say they listened to the concern and look how responsive we are.
You don’t work here if you’re asking, this is NOT new
I’m trying to figure out how to quantify how much aligning and inspiring I did. I aligned and inspired so hard this year, people felt it in their bones. Basically Churchill over here.
I’ve been with CVX for 2 years. Never understood this rating system. Usually I get 1 or 2 EE. This time around I got all VCs with new lead. To me, everything is subjective and depends how many words your put into those performance results boxes.
The rating system is working exactly as they want it. It's confusing. Has no relation to the old system. Can't be used as a means for you to talk about your career because you have no career. You have a job. If you had a career, they'll tell you and this rating system doesn't matter.
Meritocracy is dead. To each according to their needs. It’s what you wanted.
There really is no comparison. Part of what you are seeing with EE being managed is the sentiment that VC is somehow lacking. So now there is course correction to try and reset expectations
4 EE = 1
3 EE = 2+
O-2 EE = 2
1-2 EM = 2-
3-4 EM = 3
There is no forced ranking any longer ,but our managers are stating guidance that no employee is to receive more than 2 EE's. If so needs to be reviewed with senior manager for approval. I thought we were giving supervisors and manager freedom to rank and manage their own employees performance.
this chapter model and the pressure to downgrade all's performance ratings is ridiculous.
My actual work boss's rave review of me very specifically and literally listed that I exceeded "overwhelmingly" in 3 of 4 we lead categories.
my chapterhead who only barely knows of what I actually delivered spoke for 20 minutes around a giant roundabout (let's admit americans are not so good with roundabouts) trying to justify still giving me 2 EE... I just smiled and thanked the chapterhead and went on my way because this whole sht is worthless. with all the excuses the execs are preloading us all about how the corp failed to meet goals, CIP will be cr-p even though $ per barrel is still high.
Some PDCs do use those rankings. Ultimately it’s a very low to no accountability culture so it’s all pretty meaningless. I mean who has been held accountable for this years debacles? Not one exec
Check out the layoff's board. Those guys know everything. That's where I go for company info. I go to the guys who got cut and are sore losers. Very good, non-biased source/s.
Employees asked for this new system and new we have it. No more forced rankings. No comparisons. Just a friendly communication tool between you and your benevelent boss.
Its no new anymore. 3 years with it already. You are very change adverse.
Just candy to feed the children to keep them quiet. Just like grade inflation in middle schools and high schools. Yes, now meaningless.
It like the whole transformation, a relatively clear metric turned meaningless, with diversity metrics seemingly as important as performance but largely ignored during promotion discussions.
Its all pretty meaningless and not used in any tangible way. The rankings are completely subjective. Even the PDC doesnt use your performance ratings for promos or job placement.