Recommendations.
Reconcile disparate workloads or compensate accordingly those who produce the most.
Increase salary. We think we are underpaid compared to our peers. Our peers are not only super-majors but private equity companies who are paying 1.5 or 2.0 times salary.
Encourage movement into other disciplines.
Remove processes that add little to no value.
What else?
I think we'll see for of #1, placing employees in more challenge-appropriate positions (like stated by -1jvw). Those positions will be out of Chevron somewhere, like those challenge-appropriate positions you must find after being laid off.
4 is talked about constantly, but nothing happens except adding more processes.
You haven't been here long. Here is how they will respond to your suggestions:
1) we realize some employees are in positions that are too challenging, we have a plan to place employees in more challenge-appropriate positions.
2) we understand some employees don't value the work life balance, so we have decided to cease the 9/80 work schedule. We also gather people don't understand their total compensation package. We plan to institute a series of educational sessions and mail a brochure every year that outlays your Total compensation.
3) see #1
4) we understand with all the change and challenges of the current price environment, some employees have lost sight of the value of CPDEP. As such, we will be rolling out a mandatory 2-week educational workshop so everyone understands the full value of our processes.
Be careful what you wish for
I have gas.
Yeah chevron is about to lose engineers if they don't reward the ones who contribute.
I guess that's always been the case though....,
It's just in their blood; the heirarchy is going to cause them to lose all the good engineers working the Permian.
Factory mode: who wants to be a robot?