“Achieving” = 3% BPI, 10% STI.
What did the other levels get?
13 replies (most recent on top)
Achieving - 0% BPI 103 STI
Achieving. 2.5%. Raises v. Inflation not sustainable at this point.
Achieving and 3.0% BPI. Long term employee (15 yrs+).
Top Performing, 2.75% BPI, 127% STI
The company will use incoming tax breaks to increase BPI on next year’s reviews.
For all those with BPI < 3%, my guess is that you have been in your role a long time and are well over the midpoint of the range for your jobcode. HR determines BPIs. Managers only have input to STI.
Top Performer . BPI was only 3.25. But STI was 1.15. More than made up for it upfront. Assuming the new system rewards annually rather than BPI so keep reoccurring expense down
- 75% This is a slap in the face. I worked my a** off last year.
If you’re getting 1.75% for exceeding, assuming you’re near top of the pay band, do you get an STI modifier as well?
Achieving. 1% BPI. I will be told that I'm the highest paid at my level. No way to check.
Inflation rate is around 3% YoY, 100% for eggs, and 1.75% BPI raise is not keeping pace with the cost of living. Reason for 1.75% increase could be due to where you land within the salary band. Lower base pay in the band tend to get higher increase assuming individual is performing.
DISGRACE!!! Top Performer / 1.75% raise / 101% bonus
Who determines BPI and bonus amount?
HR? Manager? Or both?
Should i say something to my manager (indian/ arrogant/incompetent) or do i talk to HR partner?
Exceeding, 1.75% bpi which is wildly low
- 75, knew it was going to be low. With all this other stuff going on, glad still employed for now.