Anyone knows what is the outcome from salary benchmarking, especially AWS?
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I think there are generally 2 camps here.
- Those who earn well above $15K pm, who are comfortable with their finances and are working mainly for the pay (carik makan) and if deserving, upward mobility too.
These are the SHs-and-above, and also the contented, high-salaried 50-something professionals.
The second lot are the more worrisome, discontented complainers (whom, many have quit):
- The newbies with less than 10 years of service and earning less than $10K pm. These are the people starting off with life, with budding families and mounting loans (including high-interest “personal loans” and bank overdrafts).
Their recurring struggles - especially at end-of-month, to balance their finances. Those with schooling children and mounting tuition fees and CCA needs, transportation ….. from primary, through pre-U.
So each salary freeze and “No AWS” decision point will impact this lot more than the other.
In staff communication sessions, they will usually focus on Slido questions relating to salary remuneration, career development, PA, job stability / mobility and the likes.
Look at @6clqq+16zEvLP3 post, more positive reactions than negative.
Looks like this site got a lot management or a su---r for management's preaching reading. Since like management very free.
6dgtq+16zEvLP3
Now thats the real hard na--d truth
No denying
Straight to the point bro
The PA system, even if sucky, like any of the Exxon systems will take a lot of time (and word from the top) to change again. In the meanwhile, just buckle up the seatbelt and go along for the ride. If you feel like puking or if you don’t have pressure of monthly bills, you should leave the place. Otherwise, it’s not good for your health.
But you should know one thing Exxon managers are very very very very bad at - and that is telling the emperor / empress that they have no clothes. Instead, the managers will just fawn over their top bosses and telling them how nice their new clothes are, even though they may be stark na--d and unshaven.
All the best
PIP only works if there is regular new blood coming in. Do you have any idea what's happening now with no hiring and with a much smaller pool of employees after all the layoffs and attrition? That's right, people who are typically ranked very good or good are now in PIP range. How is it that these people were previously very good or good (and really hardworking and needed for the company) are now in PIP? If they choose PIL, do you think we can just replace these experienced employees 1 for 1 with new hires?
From your post, I can tell you are either management or a su---r for management's preaching.
6clqq+16zEvLP3
You must be belonging to the top 3 or 5 % top performer
Good and happy for you
No need to PIP PIL or whatever PR--K method
Just put the package on the table and see how many will leave voluntarily
Not only the bottom worst performers but also the top best performers also will take and chao
This em has already lost its world class reputation and integrity
Well you can stay perform more and be the greatest around if youre not PIP though
Have a nice day
I strongly support the idea of PIP-ing the bottom NSI - be it 8%, or 3%.
This lot will need to wake up their ideas about their non-performance, when compared to the general herd in their equivalent CL grouping.
If they seriously think that they can continue to draw a comfortable salary (and with guaranteed, automatic annual increments) by doing mainly baseload work, with little passion and initiative, then they seriously deserve to be coached (aka PIP’ed) lah.
Not happy issit? Then opt for PIL lor!
My dream is to retire at ExxonMobil at 95! No other oil&gas company compares to ExxonMobil! Rejected! #wearexom
Will the refinery be around in 68 years? Hopefully I will still be working in EM then
@6bdrv+16zEvLP3 how do you know don't have? I know a colleague who often get panic attacks since last year... it could be due to COVID, kids or this MLRP ranking... but it all add up
@6bllo+16zEvLP3
In the SAF, it goes by many names.
Going through the motion; cho-hee (Hokkien), wayang (Malay).
We’ve all been through that lah!
None had resulted in IMH cases leh.
If the PIP thing is just a "going through the motion" exercise as declared on this forum, then the people responsible should really be ashamed of themselves. Folks, these are real people we are dealing with. They have emotions, mental health, and families.
Also demonstrates the remarkable lengths we churn things for no useful reason as if we did not take doing things for show to the extremes already.
That but, of course!
Question is does this 8% apply to management roles, SLS above.. cannot be no need significant improvement, lead untill the whole morale all time low.. attrition all time high, earnings all times weak.. chòas all time mess...
What @69txw+16zEvLP3 said is true for the delivery of message in SG.
How ironic every year em makes it mandatory for every employees to attend and signed off the blardy boring BPR sessions even though not related or little value to NMPT blue collar worker bees
These same hardworking experienced knowledgeable seasoned loyal worker bees assets are kicked out and now becomes the rival and competitors for exxonmobil
Thank you very much for all the wonderful training and knowledge sharing
Now let the fair competition begins with your very own got fired got sacked got PIPed ex exxonmobil employees everywhere
Come on we also want our new company to be prosperous competetive and profitable minus the boollshiiiit LPSA LPO NLI LI OCVM PIP
What we can and always do in em we can also do in our new company
We were once exxonmobiled
You’re mostly wrong about the 8% NSI.
For 2021 PA, it had remained HR’s last bastion (globally) to weed out the non-performers and higher-salaried boomers - more so in regions like the Americas, where headcount remains HQ-heavy.
To be consistent, there cannot be separate HR NSI/PIL guidelines for Singapore (or for that matter, any other region), when we are not even in the same boat as EM USA HQ, re HC-length.
So stick to the 8% we did, but managers have been told that the PIL option will not be automatically offered, unless specifically requested for, and it will be the standard 3-months.
For those who accept PIP (by default), they will be told that failing it this time will be unlikely this and all PIP’d employees will be strongly supported by management to pass upon completion. This would have been communicated during their closed door 1:1 sessions.
So there you go. The truth is out there!
BLUF (Bottom Line Up Front).
what's the point? zero increment lah... and for these people increment likely to be v low to zero for the next couple years.
If you are late 40s and above, and already milked your max pay... PIP so be it. can PIP all the way to retirement still okay. If you are young, every year of bad ranking got negative compounding effect on your lifetime salary. You still want to stay? Even if sup beg you to stay, sure pass, but what about next year? and next? If you are NUS grad, how many years do you want to hentak kaki on $6k salary while your peers earn 10k+?
Also, it must be that Dallas lost the plot and didn't expect attrition to be so damn jialat way back in Mar and Apr when they did the ranking. They thought 8% PIP means 4% will take PIL and leave. They didn't know it will cause 20% attrition. This is We are ExxonMobil brilliance
actually, what's the point of 8% pip if almost sure pass?
69ynb+16zEvLP3
Faster kick out the better lah
Very true you said very short of manpower at all working levels
Just unbelievable very sickening em allow plant to run and operate at minimum sometimes even below minimum manpower and preach safety no 1 nonsense rubbish bu-----t lah all these
Just be safe work safe to all my good hardworking fellow em Frontliners
May God bless us all
@68zxn+16zEvLP3 cannot compare like this one... we are the most expensive in Asia btw... compare with KL and India you'll be quite happy already. Car is not necessity, we don't need to stay condo... can stay HDB $350k 5-room flat in Sembawang. Overall, if single and no kids, average performer CL 23-25, retire at 45 is not a problem
This year PIP will survive unless your boss really want to kick u out there is a cost of fire and hire all hidden cost but no one mention it. It will be like auto pass unless u take the package, 3mth. Short of hands at all working level but many hands in management.
With attrition numbers above plan and hiring re-started earlier than planned, will this year PIP be auto pass?
Some supervisors get second time PIP already. How can we survive in this situation?
Now, that’s the most revealing BLUF that we’ve gotten to see thus far.
EM’s Asian outposts are generally, on a much lower salary scale - historically, with the exception of Japan (when we had affiliates there, back then).
This is despite Singapore’s world-class GDP by the turn of the millennium, and now in the top 10% cities in the world with the highest cost of living!
Even if we earn the same salary as our US counterparts within the same CL brackets, our cars here cost 3 times as much (any brand, any model).
Not to mention the higher cost of private property here, if all normalised on footprint area, or $psf.
Of course we’re not comparing the likes of NYC real estate (where not many EMUSA employees live in anyways, if at all).
Converted to USD, our SG new campus hires at CL22-23 are waaayyy UNDERPAID!!
There is some semblance of remuneration parity as the outstanding ones here, claw their way up to DH (CL28-29) level - but even then, they’re only closer to the BOTTOM bracket of our American counterparts, in USD-equivalent.
At that salary scale of >SGD250K pa, our DHs’ income tax will already hit IRAS’ >30% bracket - not low at all, compared to international standards.
This is specific to college educated work force. Admin staff are lower in salary and this chart is not meant to outline their respective salaries. US salary scale
22 or 23: entry level - $110K to $135K
23 to 25: mid range - $135 - $160K
26 to 27: Senior range - $160 - $180K
28 to 29: Middle Management: $180 - $250K
30: Executive - $300 - $400K (division leaders)
31 and up lots of $$$ (senior division leaders)
*This is not compensation for Corporation Executives in Dallas - just rank and file in Houston.
**97% - 98% only make it to CL 26 - 27 during their careers
Bonuses are give to the top 20% of CL 26 and higher. Generally, it is given in the form of RSU's (Restricted Stock Units) maturing over a 3 year period starting from around $25K to the equivalent of your annual salary if you are lucky enough to be a CL 30.
Old experienced go away.
New campus hires come in, like chicken without heads - how to get trained so fast?
Incompetent leadership - young SHs and senior complexes alike.
All talking without substance.
None listening.
Ineffective and lagging KLTC support.
Work overload.
Chaos everywhere.
Recurring process incidents and even fatalities.
Process technicians start to quit.
SGCX shuts down.
The End.
Acknowledgment: Playbook derived from “The End Of Days”
Wow! Start hiring.
To get cheaper people to replace expensive old staff. PD implement this good strategy.
@65esy+16zEvLP3 What are you talking about? We haven't been hiring for over a year. Only last month then mgmt panicked and got permission to hire. But it's not just snap fingers then immediately get X people join the company. And the people who get hired, will take years to fully replace each person who left.
they will just hire more worker bees to increase the ratio of managers/supervisors to individual contributors... what's so difficult
On average I hear of 1 person quit every week. This is only for people I hear of so I'm sure there's more than 1. I wonder what's the ratio of managers/supervisors to individual contributors now. Is it 1:1 or close to it?
Obviously the good old days are over. Instead of benefits, we only get WAEM emails to share winning behaviors.
Yup.
Many of the strawberries now, will never see our “ill-gotten” once-every-2-years CL promotions ….. each time, with up to $1K-2K salary increments!
We’ve truly enjoyed those days of our lives.
EM Corp had really tightened their purse strings this decade!
What can I say?
Born in the wrong time. Sigh!
Hello strawberries, stop dreaming of making big bucks. You were born in the wrong gen. Now Singapore is open to FTs if you dont want your job someone cheaper and better can replace you, its the same for all industries. Just man up and slave for your hdb.
Hey please also manage your expectations here? There’s never a year with belt tightening measures. We just have to remember there’s no more good life in O&G anymore. Can’t compare with previous generation. While the standards of living have improved a lot for the people around us, the pay has not kept pace in XOM. HR told us be glad we still have a job. They would have moved all jobs to KL, India and China, if they could. So they have made their moves, what’s yours?
If it’s to come to this board to complain, you don’t have a lot of choices, so you?
Hey please also manage your expectations here? There’s never a year with belt tightening measures. We just have to remember there’s no more good life in O&G anymore. Can’t compare with previous generation. While the standards of living have improved a lot for the people around us, the pay has not kept pace in XOM. HR told us be glad we still have a job. They would have moved all jobs to KL, India and China, if they could. So they have made their moves, what’s yours?
If it’s to come to this board to complain, you don’t have a lot of choices, so you?
In my past decades of working in EM, I have seen all my past DMs retiring with landed property, luxury cars, stock holdings and plenty cash.
Today’s DMs are unlikely to smell these, unless they manage to reach GC’s status.
At point of merger (2000), the h-Mobil Supply Manager got >$1M+ in retrenchment benefits alone (based on 2 months salary for every year worked, with no max cap)!
Yup, those were the days of richie riches.
Guys and gals, relak lah a bit!
All this has got nothing to do with EM.
It’s all down to the strawberries having been born at the wrong time and not able to enjoy the economic spoils, remuneration benefits and asset value escalation, compared to what the boomers had the opportunity to reap from the earlier decades: (PRE) 9-11, financial crises, stock market reset, Covid-19, SG cooling measures, EM’s downfall.
The world has changed. Drastically.
Now, working for an oil major, in your life time, will not guarantee you to riches!
It had made millionaires to many in the past, when they retire (including super pensions).