Thread regarding Nike Inc. layoffs

Last year I had an “achieves expectation”rating but max invest at 6%. Does that mean that even if I get max invest this year I would be getting 4%?

When do they receive the new pay want to sue my loser husband. If it's just 2 % might as well do it now lol

@ew
Fake promotions are a thing. They obviously aren't called fake promotions, but that's what they are. They can either be a title change to make someone feel more important, or they can be a lateral move being billed as a promotion. Yes of course if your compensation grade changes upward, you will almost certainly get a shift upward in pay bands (i.e. moving from cg 20 to 25 for example) unless you move your work location as that impacts your pay grade, not just your job profile. Besides, this wasn't a point, it was just a side point that normally in a promotion you would end up lower in the new pay grade. What you completely ignored though is that when you get a promotion, you also tend to get a raise. say your midpoint was $100k and you were making $105k, putting you at 5% over midpoint. You get a new promotion with a midpoint of $110k and get a raise to $116k, you are still at the exact same percentage over midpoint. You then tried to say the comment was wrong even though it said the same thing

Also, you are delusional if you think that people on the extreme end of the pay band aren't layoff targets. Just do some basic research if you think you are right, because you aren't.

@ew Holy chatgpt. Guess what, you are far more wrong than the comments you are trying to correct. Unsurprising given you are using AI to do your thinking for you.

A lot of these comments are wrong. I think it's important that people are informed on how this works, so breaking down fact and fiction.

1. "Let’s say I’m at the midpoint. If I receive an Exceeds Expectations rating and get promoted as a result, would my salary be above the midpoint of the next grade?"

No, you will probably not be above the new midpoint if you were at the midpoint in your old role. When you're promoted, you get a new pay band with a higher midpoint, and a higher minimum and maximum. Very likely, comp will be standardized for promotions by HR dependent on the pay band. Expect it to be somewhere between 89.5% to 100% of the median of your new role. That probably translates to $5,000-$10,000 for junior or senior roles, and more for being promoted into principal roles. It will be a lot more if you were well below the midpoint in your last role.

1. "@c1 Unless it's a fake promotion, your new position would have a new midpoint, hopefully higher. If it's a grade change, you usually would get a raise but be slightly lower in than your previous relative range. The basic idea is you start lower than midpoint in a new grade and work your way up. Starting above midpoint limits your growth. There are a lot of factors that can change that of course, like having a niche skillset or long YoE"

This is mostly wrong, a little right.

• Wrong: there's no such thing as a "fake" promotion - either you get a new job code and a title or you don't.
• Right: new position has a higher midpoint.
• Right: With a promotion comes a raise but slightly lower than previous range.
• Super duper wrong: Starting above midpoint limits your growth. Absolutely not. The only time you have leverage to get more money is when you sign your offer at Nike, or you have another offer that Nike matches. You have no leverage to increase your salary beyond annual pay reviews where you can get 2-5% raises, and minimal leverage when getting promoted (it's take it or leave it, no negotiation). The best thing you can do for your career is to advocate yourself and negotiate when you are about to sign the offer, even if that puts you above the midpoint, because you won't be able to do so later. Only in the rarest of circumstances will your manager be able to successfully be able to go to bat with you for HR for an increased salary mid-cycle, and definitely not now.

1. "Also, you really don't want your salary to go to much over midpoint, because it is absolutely one of the primary mechanisms for identifying layoff candidates. Anything over ~8% increases your risk"

This is also super duper wrong. Lay offs are based on position (managers, directors, sr directors targeted more), location (non-PHK based), which org you're in (some orgs targeted more than others), and maybe but not really on overall salary. It has nothing to do with how high above you are of the midpoint. You are also not protected if you get Exceeds or Far Exceeds. Go get that money.

1. "Our Sr. Director told us that if we're at the max of our pay range that we would not get a raise this year but rather a lump sum cash payout and our salary would remain the same, guess we wait and see."

This might be true, and lump sum is a lever that managers can use. But it's very hard to reach the max since pay bands adjust upward each year. You should ask your Sr Director what the pay bands are for your job code and where your salary is within that. Again, they are supposed to tell you so you can tell if that's BS or not.

Source: did pay reviews, had people on my team promoted, tired of seeing people make stuff up that has real impact on their careers.

@c1 Unless it's a fake promotion, your new position would have a new midpoint, hopefully higher. If it's a grade change, you usually would get a raise but be slightly lower in than your previous relative range. The basic idea is you start lower than midpoint in a new grade and work your way up. Starting above midpoint limits your growth. There are a lot of factors that can change that of course, like having a niche skillset or long YoE

Let’s say I’m at the midpoint. If I receive an Exceeds Expectations rating and get promoted as a result, would my salary be above the midpoint of the next grade?

Our Sr. Director told us that if we're at the max of our pay range that we would not get a raise this year but rather a lump sum cash payout and our salary would remain the same, guess we wait and see.

Also, you really don't want your salary to go to much over midpoint, because it is absolutely one of the primary mechanisms for identifying layoff candidates. Anything over ~8% increases your risk

@ae Yeah, there is a choice value of "standard invest" or "max invest" (maybe others, idk) this year standard ,the default, gets you 2%, max invest gets you 4%. There is a general budget limit by org so you can't just give everyone max invest (at least not without VP or EVP approval)

This is not necessarily how the pay review works.

A manager has a set budget for their team. Usually it's enough to give most of the team the standard raise (2%) and some of the team a max raise (4%). You can give more people raises it if a few people on the team are paid much more than the others, since the budget is based on the overall team's salary.

It doesn't need to be connected to performance, but that helps with justification. You may get Exceeds Expectations and get a standard raise, and may get Meets Expectations and get a max raise.

A manager can also look at other factors like position in range (a salary should be between 89.5% to 110% of the median pay for the job code). In very rare circumstances, they can get an exception or a bonus to move someone up if they are below 89.5%, but that doesn't happen anymore

After the manager submits their pay review, it moves up through the chain where all the budgets are consolidated. A VP or HR may bump down a max to a standard, and the manager won't find out until the final PDFs with pay are distributed.

You are allowed to ask: "What is the median salary for my job code and what is my position in that range?" Your manager is supposed to tell you.

Source: Did lots of pay reviews

That’s what I heard and 2% for “Meets”