engineer

process engineer

petroleum engineer

financial analyst

software engineer

ExxonMobil

Someone wrote a review with the honest truth about this lab a while back...I should have heeded their warning to stay away from this lab but really wanted to gain the work experience. 

Environment/co-workers: You will gain great experience from a chemistry point of view. Very immature atmosphere...very high school-ish. So much so that it didn't even feel like I was going to work. It made me hate going to work. If you can deal with constant gossiping, then you will be fine!! And I mean from the other lab techs to supervisors on up. If they're friends, they're gossiping about everything! That I can guarantee! There is no such thing as confidentiality, so I recommend just to keep to yourself. Truly try not to befriend anyone. Favoritism towards certain people and friends is very evident. There's a guy that's there who didn't finish his degree area yet is still there!! There's a guy there that literally will come to work reeking of liquor and he hasn't been terminated despite supervisors knowing, and intoxication probably being the reason he screws up so much! There's a back-fill there that is a liar. They will lie to get people to do what they want or make it seem validated.

Advancement: its based upon the turn over rate. So if nobody is leaving, then nobody is moving up. Anybody that was there prior to your start date that has had a second interview (with Exxon) will be offered permanent positions before you. So, yes, even if you work your butt off, you don't get hired on any quicker. Seniority rules! If you're working night or overnight shift, you could possibly move but only if the person of seniority doesn't want to move or somebody will switch you shifts. So basically, slow advancement is fully staffed, fast if people quit or retire (which is no one anytime soon). 

Compensation: temp service offers 15.50/hr to do the exact same job the employees do, but once hired I've heard the salary rate is different. Someone said it was 42k, another 43.5k...either way, its a significant jump and benefits are pretty good. 

Daily job: very very very repetitive. If you don't like repetition THIS IS NOT the job for you. At times you will be in the same area for weeks to a month, if not longer. Physically, it will start to hit the more you do. You want to do more to make good numbers for yourself, but as stated, it doesn't seem to mean much cause you're not considered until that second interview from Exxon and that doesn't occur until everyone from the prior pool of second interviews has taken place!

When I first started to work there my manager was great. Than about 8 months after I was there she started to talked about ppl behind there back and smile in their face. (She is fake) she quit about 9 months after I started. Than we had no manager and only 2 employees which was me and another coworker which had been there for about 1 year so me and her worked alot of hours. I opened and she closed the store yes very stressful but we did it until the dm hired 2 ppl. Well they hired a manager which didn't know anything she had no experience for managment she even told us. So she quit within 2 weeks because she missed 3 days in a row and called out on the 4th day and she was told not to come back if she did not come to work that day. Because manager are salary paid. So than we was manager less again well me and my coworker that had been there for over 1 year and a half thought the dm would of came to one of us and see if we would step up and be the manager.  Well they didn't and one of the new girls that was there 2 weeks went and asked them and she got the position. Remind you she is 22 and has no manager experience.  And me and my other co worker worked for this company for over a year and when no one was there to work me and her ran the store by ourself so the store didn't have to shut the doors. So to me that is wrong and I still make what I was hired at I have not gotten a raise and neither has my coworker.  They dont care about there employees at all. If they did me and my coworker would of been told we appreciate everything you are doing and we are thankful. But nope nothing at all no thank you no raise ,no advancement, No discount.  When our store got robbed and a year ago the owner didnt even call and see if the cashier was ok. Just so disrespectful if I was a owner I would of first asked about my employees not how much money did they get away with. You have insurance for a reason money can be replaced a life can't. The only good thing about the job is customers and the local police department they come and check on us every day and I would say atleast 2 times in day light and 5 to 6 times at night some times sit there for and hour or so at night very thankful for that. And dont think you get a break because that dont happen unless you have help. The only reason I'm still there is because I have Bills to pay. But once I find something else I will give my 2 weeks.

On Exxon Mobil Corporate. They are a huge company. They have a very specific media campaign on how they want things done and how their employees are to reference them outside of the office.

There is a giant focus on safety. To the point where they mandate behaviors like holding onto rails while walking down stairs, not walking and talking on a phone, and other such things. The good news is that if there is a spill of coffee, they take care of it ASAP. (No pun intended)

ExxonMobil is shifting to a mostly contractor, "real employees first" model. Contractors are forced to park in the farthest parking spaces, do not get benefits, are not salaried, and are not allocated overtime or VPN privileges.

It seems ExxonMobil is very slow when it comes to innovation. Not just with tech, but with policy and workplace decorum. 

The good thing is that most of the people here keep to themselves. The bad thing is that it does suffer from corporate decay and tries to push ideas and opinions on the workers. (Ex: Fracking is Good)

The cyber security team does have the CEO backing their security drills. The team will send you random "phishing" emails. If you kick a link, you get a strike. 2 strikes and you're out. At the same time, they are using outsourced services that are vulnerable. The best bet you have is to constantly report everything as dangerous. It's a menial annoyance with superficial consequences.

In my situation, I had a micro-managing supervisor who acted more like a project manager. He had no technical background and would get mad when any engineer would tell him something he wouldn't like. Yelling, bouts of anger, etc. His main fault is that he wanted to be in everything instead of letting the engineers simply work. He refused technical considerations and wanted to be the only person to decide direction, overtime, VPN use, micro-tasks, and task priority.

I was fired in retaliation. I'm one of those guys who is nice unless your nasty to me for too long. (All people have their limits.) I have an engineer's mindset and take my work seriously.

The good side is that I was able to complete about 3 years of work in 9 months. The bad news is that my results and excellent turn over were not recognized.

My advice, if you care deeply about your work, this is a bad place to be.

Very political, good ol' boy network despite all the pretty words. Hard to progress unless you happen to be amongst the favorites or have someone in your corner. For example, job openings are ONLY provided to managers, who then decide whether or not to nominate you for an opening...what a great way to hinder and cap career progression, not to mention legitimately discriminate against women and minorities. Additionally, once you come in as an admin, it is extremely rare to EVER progress into other professional roles, even after achieving a graduate degree. Don't come in as an admin with that ambition, you will be sorely disillusioned. Culture is amazingly cultlike - folks jokingly say oil runs in their veins. They go so far as to put XOM (in house abbreviation of ExxonMobil) on their license plates. They eat, sleep, and breathe this company, yet constantly espouse work/life balance. That's all semantics, as every executive or high level manager has an implied expectation to monitor and stay on top of emails and voicemails, even while sick or on vacation. Depends on the position level and salary as to whether you will get an accurate representation of life here. Higher paid employees generally view the company as a golden citadel of corporate heaven whereas lower paid folks will tell you quite a different tale. Definite socioeconmic class divisions within the company. Lower staff roles such as mailroom, janitors, cafeteria workers are treated as lesser individuals and often subject to disdain and rude behavior. I sympathize with them, and strive to treat them with dignity and respect always. It's not a horrible place to work at all, nice benefits and a nice facility. Emotionally and professionally, it can be a draining and depressing place some days, not every day though. You will definitely gain valuable experience here. You MUST have a strong work ethic and thick skin to survive the politics, plus an advocate in high places to help you progress career wise. If you are a new employee, find a mentor/advocate immediately! Nevertheless, despite the cons, this job has given me great experience and a renewed confidence in who I am professionally. If I can survive ExxonMobil, I can conquer the world! :o)

Good base salary, but raises and promotions are based on a comparative performance system. While EM gave the PADP system a facelift a couple years ago, the core of the performance system is still built around ranking employees against each other rather than how well an employee met his/her agreed upon deliverables. This essentially has created a culture that rewards employees based on how they present themselves rather than how competent or skilled they are.

During my time with ExxonMobil, I worked in EMRE, BTEC, and chemicals manufacturing. I observed an increasing trend of management wanting to see groups working to solve problems, and the people that were most rewarded/recognized were those leading this effort. While this sounds good in theory, what I routinely observed was that the working groups included many disciplines or technologies that had no relation to the problem at hand, and the work done was usually just a large group brainstorming session. Any follow-ups or additional information required would fall to the 1 or 2 technically competent people within that group, and while they did the work the group leader(s) would report out to all the interested bosses on the visible group activities. At the resolution of the issue, primary credit would be given to individual who spent his/her time keeping management updated of the group activities, while the contributions of the productive people would be minimized and often questioned. The effect of this culture was clearly seen during the great purge of 2020, when hundreds of highly competent plant and staff engineers were forced to resign because of poor performance ratings because management did not have a good perception of these individuals.

•	 with 8+ years of work experience in design, installation, configuration, administration, supporting, upgrading, migrating, customization, development SharePoint solutions. 
•	Excellent understanding of SharePoint capabilities that meet business & collaboration goals. 
•	Analyzed and documented requirements for SharePoint sites taxonomy and governance. 
•	Developed Disaster Recovery strategies for SharePoint farm configuration. 
•	SharePoint Migration from 2007, 2010 to SharePoint 2013 or SharePoint Online. 
•	Expert knowledge in troubleshooting SharePoint related issues, including end user support. 
•	Experience in Deployments like web parts, feature, solutions, template or custom workflows and content. 
•	Experience in implementing different authentication types in SharePoint 2013 like Kerberos and have good knowledge in Forms-based and SAML Claims based. 
•	Knowledge in SharePoint Object Model. 
•	Extensively worked with SQL server team in installing and configuring database clusters as well as Transaction Log Shipping of SharePoint Content Databases. 
•	Responsible for ensuring high availability, scalability, Server Health and performance. 
•	Responsible for solving a variety of user problems relating to the authentication, permissions, application access, usage and functionality. 
•	Extensively used InfoPath forms to interact with Web Services and Excel Services. 
•	Configuration on SharePoint 2010 Migrations to O365 SharePoint Online using Sharegate and Metalogix tool. 
•	Experience with Active Directory Federation Services and implementation of SSO. 
•	Designed multiple enterprise level architecture models for large scale SharePoint implementation projects. 
•	Ability to work methodically in a fast-paced, deadline driven environments. 
•	Excellent Team Member, Mentor with good communication and interpersonal skills.
•	Experience with creation of InfoPath forms, NINTEX forms and SharePoint Designer Workflows.
•	Extensively used PowerShell to perform automation tasks like taking SharePoint Content Databases, deploying solutions, generating administrative reports

Typical Day at Work
A typical day involved traveling to assigned locations to support Operations Supervisors (OSs) with PSMS implementation while coaching vendors on ExxonMobil's safety expectations and standards. The role focused on verifying safeguards, reinforcing safe work practices, and helping crews execute work in alignment with ExxonMobil's personnel safety culture.

What I Learned
I gained a deep appreciation for ExxonMobil's strong commitment to personnel safety and the value of a disciplined PSMS culture. At the same time, I learned that not every Operations Supervisor viewed safety initiatives the same way. Resistance to change and differing perspectives on PSMS often created challenges when providing coaching and support in the field.
Management
While management consistently communicated support for the SSHE team's role, there were times when that support did not align with field realities. When Operations Supervisors expressed frustration with PSMS implementation, SSHE personnel were often criticized for carrying out the expectations and guidance established by management, creating conflicting priorities and inconsistent support.

Hardest Part of the Job
The most challenging aspect of the position was supporting Operations Supervisors who were not fully aligned with ExxonMobil's PSMS program. It was difficult to effectively coach and build relationships when SSHE personnel were occasionally told they were not welcome on location or faced resistance while performing their responsibilities.

Most Enjoyable Part
The most rewarding part of the job was knowing that the work contributed to protecting people and strengthening the safety culture. Although the role often involved difficult conversations and resistance from both field personnel and management, receiving recognition that the coaching was making a positive difference reinforced the importance of maintaining high safety standards.

•	Maintain personal passwords and keep IDs active
•	Monitor personal emails for actions to be taken or changes to procedures
•	Monitor Global Command Center Operations shared mailbox and respond to emails according to procedures based on workstation
•	Review Turnover, NiteNotes, & CCO Calendar entries for updates, information, and status.
•	Monitor ITSM queues and take actions as documented in procedures
•	Successfully monitor each workstation with no procedural errors
•	Monitor and respond to ALL alerts (in a timely manner) as instructed in procedures
•	All incoming phone calls are handled in a professional and business-like manner
•	Handle a call from beginning to end; do not transfer to the opposite center unless        absolutely necessary.
•	Do not ask the customer to call back and select a different menu option. If you receive a call which requires assistance/action from the opposite center, handle the call with the customer and document the action item via ITSM/NiteNote. After completing call with the customer, call the opposite center to handle the action item.
•	Document items based on guidelines in Nite Notes Turnover and CCO Calendar Documentation
•	Work mainframe issues, such as: canceling user IDs, varying tape drives off/online, canceling/restarting jobs, stopping/starting started tasks, outstanding tape mounts and WTOR's
•	Assist with server reboots and replace server hard drives (require ITSM ticket)
•	Establish bridge lines, manage phone traffic, coordinate system activities, and document relative information

I am a 4th generation employee of ExxonMobil. My roots go back to my great grandfather working for ESSO back in the 50’s. Growing up I remember hearing stories about how great of a company it was to work for. Like many before me I inevitably followed in the footsteps of my forefathers and proudly joined the company that was synonymous for being very compensatory, family oriented and caring for its employees. That culture is very much long gone now. The company is short staffed due to poor management of workforce. For many people, overtime is welcomed, you get a chance to make a little extra money here and there. But understand that overtime is required and they have more money than you have time. Most of the America’s have complexes that are very old and are falling apart faster than they can be fixed. Working 30 days straight fighting to keep a unit running can be exhausting. Not all units within these complexes are created equal though, but end up in the wrong one then be prepared to stick it out for the long haul because transfers are rarely granted, if ever. Most transfers are involuntary and are granted based on incompetency, not competency. This job may be great for the single man/woman whose willing to work their life away for little gratification but for the family man/woman, be prepared to put the company before your family and get used to your kids growing up without you. Throw away the idea of making ballgames, ballet recitals, Christmas, career days and field trips…you’ll be working. 

Work-life balance
There is none. Overtime will usually encompass most of your time. There are moments in the year where you will find time of your own but more often then not you will spend the majority of time at work and away from your family.

Pay & benefits
The pay is slightly average and yhere is always room for improvement. The reason most people stay are for the benefits. Thats the only draw in my eyes.

Job security and advancement
Depending on where you land will determine your growth with the company. If you start on the bottom expect to stay close to it unless you luck up and gain favor of someone superior to you.

Management
The worst I've ever seen since I've been in this line of work. Most managers and supervisors are only out to do what benefits them and will sacrifice you if it betters them. They preach teamwork but show none. If I could some them up in one word, it would be "dysfunctional"!

Culture
There is none and that starts at the top. Promises are made constantly from those in charge of the facility and none are delivered. The good ol boy system is still alive and well, hard work is not rewarded and often overlooked, and there is no such thing as teamwork or an open door policy to which they preach.

Overall
Stay away from the warehouse. Poor decision making by those in charge is a constant and micromanging is alive and well here. You are not rewarded for hard work and dedication to the facility, promises are made constantly and are continuously broken. The equipment is constantly broken and you are forced to operate it where the workaround becomes the new normal. The benefits are shiny but trust me, do yourself a favor and look elsewhere.

Top Job Titles	Average Salary
Engineer 7 salaries reported	$184,286 per year
Process engineer 18 salaries reported	$147,947 per year
Petroleum engineer 5 salaries reported	$106 per hour
Financial analyst 2 salaries reported	$58.78 per hour
Software engineer 4 salaries reported	$148,000 per year

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