If it varies by dept, the ones below 100% are the next to be laid off in March.
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@1nvh+1fhSsai0 - Last week our LL5 had a meeting where AICP was discussed among other topics and we were told they were clarify that the personal performance factor was going to be, going forward and for last year, 90% for Achievers. That was shortly before Kumar's Fun Festival.
Seems very clear to me that the company is trying really hard to demotivate wide swaths of GSR in order to get them to leave of their own accord.
Disney World? How about an all inclusive Hawaiian resort? I heard LL4s would get over $100k at 135% before taxes.
Just think if you are a top achiever LL5 or above, 135% + (top achiever bonus %) =
WOOHOOO!!! I'm going to Disney World!
In electrification. Also got 54%.
Interesting.... Our area did not get enough budget to give everyone the 54%. So some people will get even less. Curious if this is the same for another areas?
As someone else said, the corporate BPF for GSRs is 54% (although Kumar's note on Saturday says they will revisit). Then everyone has a individual multiplier. Typically 100% for "Achievers" and 130% for "Top Achievers". They may be giving growth areas of the company (e.g. Doug Fields org) a higher percentage, and any department has a little extra to give out to higher performers as they desire. But keep in mind this percentage is after the BPF. So a Top Achiever GSR would get $9500.541.3 = $6,669.
Those classified High Tech High Demand receive higher AICPs and merit increases. These people are in the "New Ford" - Enterprise Connectivity side of the business under Doug Field. Those tied to ICE and the old Ford, you have been warned. Remember, Kumar did damage control a few meetings ago when he had to "clarify" the message in a town hall which insinuated that ICE employees were no longer valued. He tried to cover up that message by reassuring ICE they still had a purpose and were needed. He just forgot to finish his sentence - they are needed to fund the EV business, at which time they will be cut loose. Play to Win, even if it means eating your own.
108% of 54%.
As other poster states it varies based on department.
Ford senior leadership decided which departments they wanted to incentivize to stay.
Those departments have higher net AICP. It is not based on an individuals contribution.
This is not a new concept at Ford, for some reason the AICP mechanics were leaked this year, disgruntled employees?
You are right, it is selective depending if you are in the electrification group. The 54% is for those not deemed "critical" to business. Anyone who received the 54% AICP are the the "dying" side of the business. It is expected another round of "voluntary" separations to be announced in March mainly directed to everybody not directly linked to electrification.
According to my LL3, WHQ is trying to demotivate those deemed non-essential. Kumar is a genius, more GSR leaving on their own means less $ to pay in severance.
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