AICP = 148% * AICP_Target * (Personal Performance factor)
Just want to check, whether (Personal Performance factor) is the same across the same organization? or it is different from one person to another?
If it is different from one to another, this will give a bully another tool to punish those that the bully does not like.
Busted my bu-t, met/exceeded all of my objectives. +15% over the 148%.
Mine did. 90%
I wonder what percentage in a department got 100% or above
Somebody touched mine but it wasn't my manager since he was SIRP'd in August along with me.
I think it all depends on if you sp-t or swallow.
The games around performance are exhausting. All last year, they kept moving the goal posts - what the AICP target was, how you'd achieve it, quarterly checkins that basically meant nothing because no one had objectives. Some people left it all on the line, others quietly quit. For those who busted a$$ and only got 90%, a message was sent that despite your best efforts, you will never be good enough. They talk about measurable objectives and performance, but when you meet their specs, they don't want to pay out. You can never win, unless you are in the club. The rest of us are on the corporate plantation. This company is a complete joke.
50% people got 90-95%. We have been told not to worry, that 90% is the new 100%. If you get under 90%, start getting your resume together. They believe it to be a motivator to meet "stretch objectives", but my guess is that employees will adjust their output to....90%...if they feel they are not being appreciated. Possibly incurring "quiet quitting" Just do enough not to get fired.
I wonder what the Personal Performance factor was for the people who will be let go in the next round.
For example: anyone who doesn’t receive a 100% or above on their performance factor will be shown the door.
It is away to promote more suck up mentality. It would be more fair to give bonus as percentage of salary and should be given by a different superior
Fuzzy math... I anticipated this so I added a bonus factor to the vacation days that I had remaining after I was let go on Aug22.
Next round is unemployment when my 9 months is up...
I had no part is the poor management decisions. If it were my company we would still be building quality cars and trucks for the common person. None of this tech laden garbage that only a few people in the company know how to program or troubleshoot. Most of them left last year so it will be a slow boat to insolvency.
Fi----g the Cake for sure.
My manager didn’t touch my AICP cake but he touched my drum set.
I heard that the CV LL3 from the south screwed you if your weren't one of his cheap beer chugging, fast-food eating buddies, or the cute young females guess promoted, and have them your percentage! Ah yes, the friends and family plan is alive and well!
So glad I transferred to another area last year!
Yup...I got 125% of the 148% Cha Ching!
The Individual Performance Factor is unique per person and is different for each person even under the same supervisor. Details are on Life At Ford
They have the ability to adjust the bonus but only the original number (not the 148%)
I heard that some departments "wanted" to adjust each person's bonus +/- 20% depending on performance. Not sure whether they did it or not.
Why "That's just Bully" !