#promotion

getting promotion next month, remote for 5 years, without us no pharmacy!

Big news! I’ve got a meeting with my manager at 8 a.m. Monday, and I can’t wait! I have a feeling she’s going to tell me my AVP promotion has been approved! All my hard work is finally paying off.

Almost every single 40 something CL28 I talk to is being told they have executive potential. DO NOT BELIEVE IT! There will be very few promotions to 29+ especially as the company continues to shrink and offshore jobs to the BTC. The company is luring to you because they need you around a little longer while they ramp up the BTC. It is a LIE to keep you working at ExxonMobil until you are older and have fewer options outside the company. By 2030 the truth will become apparent but by that time it will be too late for you to find another job due to age discrimination. Do not believe their lies and do not delay your exit while you are still young enough to find another job and move on. Even a temporary pay reduction is worth it. In a few years you will be making more especially when considering they are planning below inflation raises for the foreseeable future. #Exxodus

for individual contributor engineers, rumor is that our managers will be entering recommendations for grade bumps by mid-october and promotions will be occurring in november (not sure if early/mid/late in the month). can anyone confirm or add details?

It’s been made clear that some of the pending and recent “promotions” have more to do with loyalty than skill, especially in areas like Data Management and Product. RED FLAG with layoffs coming, because people who question the approach often end up on the wrong lists (look at that orgs perimeter list alone). Best advice: DOCUMENT your work, keep your head down, and be ready in case decisions are made to protect someone’s inner circle instead of the SMEs or high performers, sadly in that org it’s clear your work or having any skills don’t matter.
*** Be prepared to prove it, save everything!

All bah who feel they are being discriminated against for any reason whether it be wfh status, recognition, merit, promotion etc all because of that forced status need to turn this place in to your states EEOC equal opportunity employment commission

Other than the title change, has anyone received a raise with the promotion? Even a small raise on top of a merit raise?

Here comes Kim K to save the brand! Huge shoutout to Ray J. None of this would have been possible without your hard work. IYKYK.

Btw… think back to a year ago… who had a kardashian collab before Caitlin on their bingo card??

Not sure what grows around here.....Senior level roles seem to always be filled with outside hires, promotional opportunities are slim to none. Pay certainly does not grow to keep teammates even with inflation. Benefits shrink like a cheap t-shirt (e.g., 401K match reduction). We are Truist and we are unstoppable, good grief.

Or do they just keep bringing in external hires every time a managerial spot opens up?

I have applied to dozens of jobs for which I am extremely qualified and meet or exceed the desired qualifications. I am consistently turned down and told I’m qualified but “they went with someone else.” Then, I see the exact job req reposted the next day! Are these ghost jobs? I remember when internal candidates were at least granted a conversation with the recruiter! I no longer feel I can achieve my career goals at this company and I’ll be stuck in a dead-end role forever. Anyone else experiencing the same thing? It’s so disheartening.

Having worked for multiple operators and vendors during my career I found T-mobile the place where management favorite dogs are promoted the most and intelligence is generally disregarded. Is this prevalent across organization?

It’s already September, has anyone’s manager said anything about it?

The reward letters are finally available

What is your bonus ipf, raise percentage and / or RSU worth?
Also mention grade, and location and mention both grades if you got a promotion.

I just had a conversation with my new boss after getting the new role, and I’m really enjoying it here at Chevron. I recently got promoted, which has been a huge relief, especially since I’m a new dad, definitely makes life a bit easier. However, my boss did mention that I shouldn’t get too comfortable, as the future of HSE and ETC is uncertain. The organization still seems a bit bloated compared to other companies, and there’s talk that HSE and ETC might eventually be absorbed into Ops or FE, or restructured in some way.

I have my MS, and many of my mentors at Chevron, who have all recently retired, have been advising me to start looking at other opportunities. They’re saying that the HSE and ETC leadership roles, like VP, may disappear. While I’m excited about this new position, I can’t help but wonder whether I should start updating my resume now or wait to see how things play out. I’ve also heard that both of the VPs in these areas don’t have the best reputation internally or externally, so I’ve been cautioned to be careful when I start exploring other options.

Would love to hear thoughts from anyone who’s been in a similar situation or has any advice on how to approach this.

Heard from leadership that there were no director level promotions this time around in GPRS. Can someone confirm?

From what I understand, there's a significant issue at Oracle regarding internal promotions and lateral career mobility. It appears that while many companies facilitate and even encourage employees to move to different roles or departments, Oracle's policies seem to create considerable obstacles. This situation is particularly challenging for highly skilled professionals, including those with strong technical or leadership abilities, who may find themselves stalled in their career progression due to difficult managers or internal politics. Their most viable path for advancement would be to transition to a new position within the company, but that option is reportedly quite restricted.

Is the us upstream, specifically production obviously, the only division where working hard and going above and beyond gets you nowhere and the worthless/lazy employees and contractors that do nothing get rewarded/promoted on whose b*lls they kiss? I wasn’t sure if this was a global plague or not.

So just out of curiosity, if one jumps a PSG will that take into effect in May? Or are you looking at another three years as your current PSG?

And if one jumps from a 20 to a 21 what is used to determine the pay increase?

My apologies I’m still green

Just heard that unless you land a placed positions through the wave 1 or wave 2 selection events at a higher PSG, there will be no promotions this year.

Great news all around. 4 days in office, and no merit based promotions. Really makes things motivating around here.

I think my hard work is finally about to pay off. I have a meeting with my manager this afternoon, and I’m pretty sure he’s going to let me know I’ll be promoted to AVP. Just goes to show—when you put your mind to something, you can achieve anything..

In some cases, the operational decisions made by Oracle directors are completely baffling. They have this pattern of reassigning projects from their U.S. and European employees to offshore teams, which consistently creates major friction.

Initially, our U.S. teams have the clear advantage, but they're quickly outmaneuvered by the sheer size of the offshore teams. This approach severely erodes the trust and confidence employees have in their leadership and their career path. Their contributions are often viewed as ancillary, and they rarely get the proper credit.

It feels like U.S. staff are being brought on board to train offshore teams, only to be deemed expendable once the knowledge transfer is complete. You can see this pattern in meetings: my contributions are significant at the start of a project, but my input gradually diminishes. As a result, I've started to limit my engagement with offshore teams, providing only high-level outlines of the work instead of detailed technical walkthroughs.

Usually H-1b's and Offshore should aid the U.S employees. But it works like snatching the work and more promotions are given to offshore. U.S employees left in limbo.

At CL29 I was cruising - solid rankings, comfortable, life was good. Then I moved to CL30 and suddenly felt like a wart hog in the African savanna with every lion staring me down. Turns out, the grass on the other side isn’t greener - it just comes with more predators. Sometimes the “lower” CLs are the sweet spot. Enjoy them, every level is competitive, but to different degrees.

Just wanted to comment on this for all those yearning for the next CL…

I am 602. I didn't negotiate salary when I joined and I am being paid much lower than my peers even though I am go to person in my project.

If I apply for 603 position, would it increase salary and how much?

when do managers/directors start conversations for which engineers should be promoted to the next pay grade? any details on how this process works? i believe promotions are in july/december and the conversations start in may/october. can anyone confirm and add detail?

"I wrote The Dilbert Principle around the concept that in many cases the least competent, least smart people are promoted, simply because they’re the ones you don't want doing actual work. You want them ordering the doughnuts and yelling at people for not doing their assignments—you know, the easy work. Your heart surgeons and your computer programmers—your smart people—aren't in management. That principle was literally happening everywhere."

I'm thrilled to finally share the exciting news that I've been promoted to my dream role as the VP of Merchandising for Asia Pacific and Latin America at Nike!

It's been a busy few months setting up this amazing team for success, but I'm proud to be back home in APLA, leading with passion, commitment, and determination.

After 22 incredible years at Nike, this role is a dream come true. I'm so grateful to the amazing leaders who've supported me throughout my career and believed in me.

I’ve watched managers deliberately sideline top performers because their success made the managers nervous. Literally. They’d rather keep control and mediocrity than promote someone who might overshadow them. It’s toxic and it drives good people out, but nobody gives a damn.

Conveyed employees are all over the country, waiting to find out if they have a future at HCSC, while HR is completely silent. No updates on whether remote employees will ever be eligible for promotions or internal transfer opportunities. No effort being made to engage conveyed remote team members. Not even an inkling that the people in the wrong roles or compensation grades are being looked at or corrected.

Is it always like this at hcsc? Does hr keep everything close to the chest until policies are rolled out? It seems that even leadership is in the dark.

“At times, when team members take leave or mention personal commitments, it can be perceived as reduced loyalty to the firm. Having a culture where taking leave is seen as normal would improve trust and morale.”
“Sometimes growth opportunities feel tied to whether a manager believes a team member might stay long-term, rather than transparent performance criteria. Clearer promotion guidance would help remove that perception.”
“There is a sense that career development discussions are limited, and focus is more on delivery and job continuity. More open conversations about growth and promotions would help to employees below D level”

Please evaluate your workplace based on:

• Wage parity
• Work culture
• Opportunities for advancement
• Whether the employer acts on serious issues

Would you recommend your employer (Ford)?

So the end of year review with my manager is coming up in a couple weeks. Looking for some advice on how I should handle the news of no raise and no promotion again this year?

Should I express my displeasure to my manager? Or should I hide it and pretend to be happy with the pittance of RSUs they have awarded me?

I feel both ashamed and surprised to witness the numerous new hires and promotions that have occurred in the last two years, despite the lack of significant deployments in EBS Payroll technology.

I learned the hard way that being called “valuable” doesn’t get you anywhere. You can be the best at your job, the one everyone depends on, and still never get promoted. It’s more than frustrating to feel trapped in your current role simply because you’re too essential where you are.

From the new rating scale, what do you need for a promotion on scale of 1-5. My manager is telling me he can promote team members on met (3) but I heard from reliable sources only if they get 1 or 2 can be promoted. Does anyone know the correct answer?

Why are so many goldman sachs folks being recruited into bny to take positions?

I was submitted to the promotion pilot in GT and I was wondering how raises could potentially work? Assuming I'm going from 30-35 or 35-40, is there any guidance on how much I can expect for an increase?

Last year my teammate got promotion - got quick zoom call with manager who announced him promotion from level 1 to level 2, but with no financial upgrade. What is the sense of giving employees only titles which means more workload for a less money.

APLA will be taken over by GC and NA and then CS will become a new role VP/GM Global Categories. Let me be the first to wish them success in this new role.