My merit increase is 2.75%,which is not surprising. So again we are not worth even keeping up with inflation to them. I have a final job interview with position making 28% more than what my salary is after merit increases. Ford does not care.
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What @hkuz says is true one LL5 consistently takes $ from top and high achievers and gives it to his under-achieving friends. After several years of this nonsense, I communicated the initial raises from HR immediately when I got them. Then when the inevitable adjustment e-mail came out I did a “oh no what should I do? I already communicated to all my GSRs”. So my GSRs got to keep their raises and he took raises from other supervisors GSRs. LL5 was angry but I don’t care because I am retiring.
The LL5 is a total Richard. He consistently takes raises from the female LL6’s GSRs and the Asian male LL6’s GSRs and redistributes them to his buddies. One of my pre-retirement actions will be to suggest that other LL6 communicate raises before the adjustment email so the LL5 can’t play his usual games. It was actually quite comical as the LL6 who got his GSR raises taken this year was bellowing like a wounded buffalo. But he had no problem with my GSRs having their raises stolen 5 years in a row.
Ford really needs to eliminate all the LL5s. And also eliminate most of the LL4 and LL3 while they are at it.
i have a feeling they give the higher ratings, merits, awards, and promotions to the people who actively lobby and ask for / demand them. no data just a gut feeling based on casual conversations. lot of good workers passed over or dismissed because they're nice guys and don't complain too much about their lot in life. something to watch for.
'but when I asked my LL6 how they arrived at the individual performance factor of 140% for a top achiever rating, he said that you get "what your supervisor is able to negotiate for you."'
WRONG. Your LL6 can give you whatever they want. Then they are overruled by LL5s, then LL4s. My % for my TAs have been changed at higher levels every single time. Frustrating and annoying.
OP, you need to quit. They will never treat you any better and that small raise is BS!
Your people leader gets a budget from on high that they can allocate to their direct reports. It seems to be based on your position in the salary band (ie those low in the band get a bigger %age budgeted than those at the top end of the band). Your leader allocates this budget (bonus and monthly comp increase) across their reports as they see fit. They submit that, and their manager then gets the ability to review/adjust as (s)he sees fit, and this process continues up until your LL1. While your manager might fight for you, there's every chance your director may decide to (say) drop all the TA's by 10% to 125, so they can use the now surplus budget to reward the staff that were almost TA's, but didn't quite make the cut (maybe by giving them 105 or 110%). Obviously the process and allocation varies by department / LL, but the mechanism is the same. And yes, favoritism absolutely plays a part in this. Again, depends on your leadership.
I got 1.9% so that the balance of what was allotted could be given to the favorite resource
Raises of 5% and 6% are double and triple of what I am seeing even for high performers. I didn't get that even when I was TA. I remember the days of double digit merits. Gone forever...
I received a 4.8% raise this year, but when I asked my LL6 how they arrived at the individual performance factor of 140% for a top achiever rating, he said that you get "what your supervisor is able to negotiate for you." So based on this, it would seem that there is variance by person, even in the category of TA. Just guessing. I have been TA several years in a row and the individual factor has increased each year.
I take this to mean that my current leadership is at least trying to do what they can to actually retain and reward within what is available to them. I am sure YMMV.
if you're not pension eligible and not happy with your salary and/or merit increase then why are you still here?
The merit increase does not aligned with Ford Truth at all. Putting people first - Not.
Do the right thing - Not. Play to win - Not. One Ford - definitely Not. Ford leaderships said a lot of things, but never follow through to make sure it's implemented correctly. This is like communism.
- 6%. Time to look elsewhere more seriously.
@OP. Good luck! I hope you get the job.