There goes the Kmart recruiter again!
12 replies (most recent on top)
Why do you give a sxxx about what others say?
Why do you give a sxxx about setc when you're laid off?
SETC will just continue like now. This is another reason why "transformation" cannot really change this company.
Take a look at ridiculously fast SETC promotion at SDR, compared to others in EMS.
My metier guy was nothing but an English teacher.
Unfortunately the SETC system is heavily biased. There is little, if any standards that cross segment boundaries. For example - why & how someone in WG gets promoted is totally different than the 'qualifications' in SIS, PPS, or Wireline. Also, I've had managers say 'I can't support this persons promotion because it will increase my compensation costs'. People who run this system, like SR, are far removed from reality in this organization. They are more likely to be spending their energy being included in photo-ops or traveling to International Reservoir Symposiums or SIS events.
SETC exists to produce high-quality "Schlumberger Sessions" videos at the expense of your job.
Where the hell is the transformation squad when we need them?
it is the way to promote nerds from academia (REMS) instead of less useful people (operations)
As mentioned below, it started with grandiose initiatives but ended up becoming a bureaucratic BS. There has been no congruence among managers, métiers, and SETC management. SR and her staffs are literally living in their own world. Métiers were also useless. Some of them were simply gate keepers of SETC management. 99% of my experience with SETC was negative. I would say 1% was positive, since if you manage through this BS, you usually get more $$$.
When SETC was first proposed / introduced supposedly during ones career you could move between the Technical path (SETC) or Business path. What it ended up being is a completely separate path to promotion from the business unit (management-role); at the start of your career you should choose one or the other; for SETC those who invest their time in the process are rewarded, those while still in a technical role but focused on the business miss out. It attempts to install an academic air or credential; in reality it causes many problems. An interesting fact, in the review process candidates are reviewed alphabetically. Those assessed early in the review have a lower chance of promotion being approved as latter in the meeting the "reviewers" are tired and less likely to argue that a candidates application should be rejected. The whole closed door / anonymous process without the candidate being present is just to hide what is a farcical process. The results somewhat speak for themselves, i.e. the many career SETC people, i.e. those that learn the system and invest much of their (and the companies) time to the process. And for those not playing the system, those not promoted, in the end is to the loss of company when they "move on". In short, SLB is not an academic institution; there should be one system of promotion, albeit with different roles / titles, but needs to be seen to be fair.