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Quote:

Originally Posted by Unregistered (Post 230348)

No matter how many E5 you hire. their energy and motivation will lost since this company give E5 job like any technician can do it.

So this is the company culture and how it work.

I don't understand, in this case, why inflate the title and give higher salaries when a lower salaried worker can do his job?

Quote:

Originally Posted by Unregistered (Post 230352)

I don't understand, in this case, why inflate the title and give higher salaries when a lower salaried worker can do his job?

Then you need ask the management.

Quote:

Originally Posted by Unregistered (Post 230380)

Then you need ask the management.

Ask what just keep scrolling instagram

What pay grade would a senior principal engineer at ST engg land systems fall under? And the approximate salary range?

Title are important

Fake title is also quite important.

I used to work with a E6 lead.
He lead a few projects. That's the fake title.
But actually the real lead is E5 cause the E5 did all the work from meeting user, preparing document, plan, discussion, minutes of meeting.

The fake lead E6 only have the name on the project, sign approval, report to division manager.
Guess who was promoted? Not the actual E5 lead who also happen to have a good rapport with the other E5 team.

When the E5 quit, guess what happened to the project? Dead. Another new E5 have to take over and they don't know how to do.
How is it possible the E6 lead have no clue. Cause he is not the actual lead.

Then guess what happened to the E6?
Promoted to M1 because he lead this project and given other project to "lead".

This old project customer complain guess what happened?
They give the new E5 the title "Project manager/lead".

Its funny how fake leader get promoted while actual leader quit.
Then clueless new hire get fake title to do actual leading.

Quote:

Originally Posted by Unregistered (Post 230417)

Isn't that how you play the game in most places? Learn from the E6.

Quote:

Originally Posted by Unregistered (Post 230421)

Isn't that how you play the game in most places? Learn from the E6.

Most E6 who can't be promoted already gave up.
Already expert in doing nothing for so many years.
Also don't want the promotion so don't do anything.

Just play politics. M1 delegate to E6. E6 just delegate to E5.
Seriously this company is run by E5, powered by mobile games.

M1 etc can drive out for lunch. Got money.
E5 poor can only hog table during lunch peak hours and play mobile games.

Quote:

Originally Posted by Unregistered (Post 230421)

Isn't that how you play the game in most places? Learn from the E6.

Oh no. you do that in a MNC with proper management and see how fast you get booted out. You cannot fake results and cover up in a company that has egalitarian values. When you get questioned in meetings, by customer, let's see how fast you sink but you will sink nonetheless.

Of course this don't happen in ST and the type of customers you have are the same too. That is why you will always be stuck in there.

Quote:

Originally Posted by Unregistered (Post 230352)

I don't understand, in this case, why inflate the title and give higher salaries when a lower salaried worker can do his job?

To fulfill customer requirements. Say the customer requires a manager to overlook certain parts of the project. So any E5 or E6 available will be named "manager" on project documents tanking all the problems while the real managers are behind, siding the customers and acting like they have no part in the project.

Quote:

Originally Posted by Unregistered (Post 230340)

You do know that management job is to make profit for the company so their own bonus is high?
I'm M2 managing a team of 1 M1, 1 E6 and 3 E5.

I can't change this composition.
Its set by my boss.
Unless I bring in a new project that cost more than hiring cost.
Then only he agree to hire extra 1 or 2 E5.

Sad to say the M1 is my buddy he been working for me for 10 years now.
The E6 is new. Won't be promoted. He will probably leave before.
E5s job are very relax. They just fix some minor bugs and do some simple service request.

Most of the time I can see them play mobile games in office.
(like I have no eyes they hide the phone by the laptop)...

How to promote?
Then if they leave we can rehire the E5 fresh with more energy and motivation.
The M1 and E6 are the key person. And I made sure they document the work.
Its part of their kpi which I review every quarter.

Also part of exit clearance is documentation. I made them sign and declare and acknowledge on first day they join.

So I already covered my bases.
Sad to say I also don't have chance to promote

Sadly, the composition thing is real. There was only limited headcounts for my position back then and we were in a weird place because of the team composition. I don't work under the actual manager, and my supervisor was really just like a chaperon for me. Almost a decade past and no one in my old position got promoted to E6 and beyond.

Niche skills but KPI lumped together with people who are doing totally different things from you.