The profit sharing formulas always favored LL5 and above. The curve was/is exponential, so the higher levels would receive profit sharing almost equal (or more?) to their salary while the GSR/LL6 received $5k-$10K.
This will never change - we use to complain about it too. I used to look at it as free money - and move on. Nothing you can do - except find a new job.
This is why people do all that scheming to get higher LL positions. Cash on the barrelhead, pure & simple.
I remember a time when white collar Ford GSRs had larger bonuses than hourly. Now we have half.
Here is the deal in the 1990s Ford leadership was still worried that the white collared work force would unionize so they kept benefits the same or a little better than the blue collar work force. Then Ford leadership decided to go on the off-shore journey as they progressed on this journey the white collared benefits and bonuses steadily declined. Ford simply does not care about the existing white collared workforce, as they intend to replace it with lower cost options. They would be delighted if their actions induced heavy voluntary attrition.
Little frogs in the pot, jump out before you are cooked.
I refuse to watch the town halls. I am seeing info on the 54% of AICP for far/ll6 but how did people learn ll5 plus is getting 135%? I saw comments about Kumar saying something but I’m curious about how we heard of the 135%.
It has changed. Back in the late 1990, early 2000 GSR bonuses were much higher payout vs today, not including inflation. It was more fair then. They have the cake, we get the crumbs.
The complaints have nothing to do with the amount of the base bonuses. Everybody knows that those senior to them get bigger base bonuses. Here’s the problem: they’ve set up a system whereby it’s possible for them to get 135 percent of their base bonus while the working level gets 54%. The multiplier for their already larger bonuses is 2.5 times that of the teams working for them.
In the military, a golden rule for leaders was to never personally benefit at the expense of their subordinates. There’s a good reason for that rule.
So, imagine you are working alongside someone all year long. That person is telling you that “we’re in this together” and that “we have the same objectives”. Yet, when it comes time to eat, they’re given 1.35 of a ration, but you only get half of a ration. Not only that, but they already got a much larger ration then you to be gone with. How do you think that’s gonna make you feel? What message does that send?
What bonus to expect from Ford at 100k base?