Lots of talk on here regarding midyear and end of the year reviews and all the BE’s people have been unfairly getting. People being walked out the door in an effort to save money on headcount. While all of this might be true, there’s another side to the story that people don’t talk about. The performance reviews are being manipulated to take actual performance out of the equations so that managers can arbitrarily pick and choose who gets a bonus and who doesn’t. It’s all based on a buddy buddy system. A manager will give out a bogus BE to a hard working employee simply because that hard working employee is making someone else with a different work ethic look bad. So the solution is to give the hard working employee a BE in order to protect the bonus of the other employee who is less deserving but is buddy buddy with management. That’s how it all works.
There are people at BNY Mellon with grade G, H, or I who are making $5,000, $10,000, or even $20,000 annual bonus and they sit on on their rear and hardly do anything. But they manage the manager above them to the point where they and their bonus is well protected. So the real low hanging fruit winds up being the person who actually works hard and deserves a bonus, but instead gets a BE and eventually sub payments if they are lucky.