After 7 years with the company, they give me a performing rating and only 1.5% raise. I reached out to a union rep and they’re supposed to get in touch with me. Sc--w Verizon and their cr---y pay raises. I’ll keep you all updated.
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Each non union position has a low and high pay range based. These pay ranges are determined by geography. In urban settings one set of pay range. In suburban settings same job title the pay range for same title is lower. And finally for rural still lower. So if your location changes between the higher to lower you will not get a raise also
Some people get a "True up" raise. If you are low in the salary band they will bump you up ontop of your BPI. This is good for all, except those who worked hard to get their current salary thru good performance, and higher BPI over the years. What's wrong about this is that they give "true ups" to sh-t*y employees.
Wow. I got more than that and I’m retired.
Sure @2idq regarding biggest abuse by far is the job title manipulation.
Salary ranges are based on job titles. If your job title is changed to one that has a lower salary range which now positions your current salary to exceed the top of the range for your new job title, hence you are not eligible for a BPI increase. Since your STI is a percentage of your salary, your STI award in future years is less because your salary didn't increase. The employee is still performing the same tasks tied to the old job title. The job title should reflect ones job function and the activities they are performing.
Same thing with span of control which usually impacts older managers. Every couple of years HR does a job title/span of control exercise that mandates managers must have "x" direct reports which results in shifting some employees from a manager position with direct reports to a individual contributor position "team leader" position that results in a job title change with a lower salary range. The individual contributor "team leader" is still managing people, but doesn't sign their mid year/end of year performance review, yet provides all the input.
Both are systemic abuse which go unreported for fear you'll be part of the next RIF.
@1yjy+1fkPBvOg, can you share more about " The biggest abuse by far is the job title manipulation including span of control?"
You’re doing exactly what they want. If they see stores unionize then the argument for selling off retail to indirect becomes that much more of a reality.
BPI is driven by funded pool percentage, your performance, and where you are within your salary range for your job title.
You may argue about your performance score or your job title which drives your salary range, but overall I think the BPI process is very fair except for those employees with a current salary that exceeds the top of their range and get zero BPI award.
The biggest abuse by far is the job title manipulation including span of control. It's not consistent from one VP group to the next.
STI bonus is based on STI factor and your performance.
I was performing a well but my raise was 4.25%.
Most people get performing. In some groups there is only one leading and it rotates between a few people.
Your raise is going to be based mostly on your position in pay in your title. I wonder how much job taxonomy moved people into lower or higher paid titles whether their title changed or not.
Me? Im expecting 0%. Im hoping for PIP.
Omg. In biting my nails waiting for ur update. Please do it before 9pm so I can sleep tonight.
Boohoo just because you have been with the company 7 years does not mean you get Leadership rating.
I’m in wireless. I got 0% for performing and they tried to justify it with a $400 lump payment. So much for loyalty
in mgmt. got a 1.5 as well. time to move on. will we see a 2018 VSP again?
Switch over to wireless. 7% pay raises are the norm.