RSUs are given to Grade 10 and above.
Is everyone within a grade level given the same number of RSUs or are they tied to performance?
If tied to performance: why are they not given out like bonuses, e.g. via a formula that clearly states how IPF maps into RSUs.
What is the participation percentage for grade 10?
The percent is the total of that grade across the company participating.
Cisco expects 45 percent of grade 11s to get RSUs on average
60 percent of grade 12 should get rsus
90percent grade 13+ should get rsus
Cisco gives guidance on how much to give.
target participation is min-target-max. Non-Bay gets less.
45 percent participation grade 11 -- 25k-55k-85k
...
These numbers seem realistic assuming they are per year.
I get roughly 20% more than target per year and not per cycle, e.g. I get that much either in Spring or in Fall but not in both.
Cisco gives guidance on how much to give.
target participation is min-target-max. Non-Bay gets less.
45 percent participation grade 11 -- 25k-55k-85k
...
What is that percentage?
Jeese, I’ve never seen anything like that.
25k is target for non bay area grade 10
bay area target is 20k to 70k with target of 45k
So would 25k be considered low for grade 10?
Cisco gives guidance on how much to give.
target participation is min-target-max. Non-Bay gets less.
45 percent participation grade 11 -- 25k-55k-85k
60 percent grade 12 30k-65k-100k
90 percent grade 13 89 45k-95k-145k
Sr Director DE 85k-175k-265k
Fellow 140k-285k-430k
NOT getting RSUs is a huge travesty. Sorry to see that change.
I am far from the best / brightest engineer but was fortunate to have been around in the early 2000s pre-RSU ("regular" stock option days).
Fortunate to have worked for a series of good VPs who dished out good options to general worker level.
Those options allowed us to retire very early. Put in a whole bunch of work but was worth it.
Not sure if I would want to repeat those challenging years without the options.
Remember your worth and push for the payout, if you are genuinely contributing and can demonstrate your value. The future you will thank you.
What determines whether a manager gives you a merit increase or RSUs. Do merit increases only go to top performers.
So, if I understand it correctly:
I get now for the last 4 years two to three times more RSUs than bonuses. Management does not give up hope in me becoming a top-performer :D
Many companies use rsu grants as a retention policy
A new company gives you a sign-up bonus in the same ballpark number as your unvested stocks. So, that retention policy does not hold, does it?
RSUs are given to Grade 10 and above.
no such rules, all based on your manager
RSUs are not tied to any grade its more about budgets that you manager gets. Depending on a grade there is a minimum recommended amount so its “meaningful”. I think its not particularly a big deal to get them but it’s typically for good performers.
"RSUs are based upon performance and how the management believes you will perform in the future."
In the real world, RSUs at Cisco are based on relationships. VPs need an inner circle to battle other orgs over strategic initiatives. These friends will falsify financial information or rename a department to hide failed strategic initiatives. It's the "game" at Cisco.
RSUs are based upon performance and how the management believes you will perform in the future. It is also about holding power/retention. Otherwise, you would be getting a raise or bonus for immediate impact. Certainly you won't even be considered if you haven't been performing to that point. The amounts have a minimum based on grade. The manager may only have so much to give and it may not work out where an extra person can get touched because there isn't enough left to cover the minimum. At that point a good manager isn't going to just give it back, they will spread it to the others that are getting something just to keep the upper levels from getting it and just giving it to others.
Actually I got RSUs even as a grade 9
Many companies use rsu grants as a retention policy - you demonstrate you’re willling to stick around they will demonstrate that they want you to stick around by shoving some carrots down your throat a year down the he line.
It's tied to perception. Social engineering wins.
Like merit increase, it is based on performance.
RSUs at Cisco are tied to relationships... not performance. We are a relationship based culture, not outcome based culture. Work for another company if you care about performance.
Why don't you ask your manager?
Because I will not get an honest answer. I will get an answer that is supposed to make me feeling cared and happy.
Why don't you ask your manager?