ST Electronics

Originally Posted by Unregistered

Big brother lee say skills skills skills, but ground level people cannot stop talking about titles (inflated or not?) without care about what they actually do. Other people at least compare pay but in the end still want the name onli. Maybe... If I M1 think I saki then all other M1 zuo bo? E5 earning 5k starting = impossibru coz cannot move on from comparing title

Title inflation in ST is a problem. There are those with virtual zero knowledge on the projects hired as E6 and M1 and slapped with titles like PM. Just because they think they are PM they push all the jobs, including planning and management (their jobs) to the technical teams to handle. So all they do all day is point fingers and push blames.

Yet the management has blamed high turnover rates on young engineers reluctant to take on challenges.

Why should the young engineers stay when they are not even given a fair chance to show themselves?

Originally Posted by Unregistered

Roles and titles usually don't match in ST.
U can have a project lead/manager even at E5/E6...

This is a major problem.

E5, E6 thinking they are leads and managers = can push job

M2, M3 doing technical work thinking they are seniors why should they accept the job = reject

End up the poor E5 with just engineer title will take all the workload.

The biggest disparity I knew was the PM was E6, a team lead was M3 but the E6 manage to push all the work to the M3 simply because the bosses like the E6.

Originally Posted by Unregistered

This is a major problem.

E5, E6 thinking they are leads and managers = can push job

M2, M3 doing technical work thinking they are seniors why should they accept the job = reject

End up the poor E5 with just engineer title will take all the workload.

The biggest disparity I knew was the PM was E6, a team lead was M3 but the E6 manage to push all the work to the M3 simply because the bosses like the E6.

PM no use one.
The PM I working with. Always say "I am not technical"
He just schedule meeting. Type minutes of meeting and ask for your update. Reply email.
Give progress update only.

So easy.

Restructuring is a good time to axe those people

How long does it take to go from E5 - E6? Assuming good performance

Originally Posted by Unregistered

How long does it take to go from E5 - E6? Assuming good performance

Good performance roughly around 3 years.
Minus a bit here and there for top performers

[thinkinghard]

Originally Posted by Unregistered

How long does it take to go from E5 - E6? Assuming good performance

good performance no use, even with sh!t performance as long your boss, your boss boss like u, you can promote easily

Originally Posted by Unregistered

Good performance roughly around 3 years.
Minus a bit here and there for top performers

How long from E6 to M1?

Originally Posted by Unregistered

How long from E6 to M1?

When your M1 leaves or quit then got an opening. Then can consider you lo.
If your seniors all stay put want to retire. No chance for you.

It's a waiting game. So E6 mostly just slack.
Let all the E5 do the work. Cause work so hard also no promotion.
Then E5 fresh work hard... Year by year no promotion and they see E6 and M1 like do nothing.

Come late. Long lunch. Leave early or on time.
Then the E5 also quit and the cycle of life repeats.

If the top don't leave. Only the bottom can be recycled.
Which is why fresh grad is important! They inject fresh blood into the org.
But fresh grad now asking for 5k pay lol.

So end up they just hire exp staff from outside for 4k range.
You only see the top getting higher.
You don't see the bottom rise to the top.

Originally Posted by Unregistered

Good performance roughly around 3 years.
Minus a bit here and there for top performers

Depends on divisions. Some divisions minimum 5 years.