The clown show continues.
11 replies (most recent on top)
So what if the bottom of the range goes up by 10% when my I find up that my Merit at mid-point was still only a 2% bump?
And BTW - after last year's insult of a Merit we would need to see 14% to just be at the same relative income we were two years ago. On-going high inflation is a real downer (of actual purchasing power!)
Stop complaining the reason for this is because the minimum for each salary grade went up around 10% so that means most people got big raises that is why the bonuses are a little lower.
Bonus to be reduced by 10-20 percent. Sneaky Sneaky Sneaky
What @3ozz says is true the higher LL do adjust the #. Ongoing game is to take a little bit from several and give that a friend / family. So 10 people lose 0.2% and their buddy gets an extra 2%
Last poster is partially right. LL6s do get to adjust the personal %, but can be overridden by the LL5s, and eventually the LL4. Our LL4 is a newer LL4 and is power tripping. So last year he "tweaked" all of LL5s and LL4s recommendations. I've been an LL6 for 5 years now and that was the first time I've ever seen them tweaked by the LL4.
HR policy tells ll6s that they have authority to determine % payout for their gsrs however each level of management ll5, ll4, ll3 overrides the % payout to reflect their opinions before it is finalized. Therefore your payout depends on the feelings of ll4(biased impressions from one conversation or assumption) not your direct supervisor’s familiarity of your actual results and contributions. The power is at all at the top levels, and they lie to lower levels to squeeze productivity. New flash “pay for performance” is not real in the end.
Another clown show fail for trust, transparency and moral.
@1ehr+1llnYdSt There are not ratings like TA anymore though? And isn't the budget given to the PL's only enough to give 90% across the board? So to give 100% to someone you have to give 80% to someone else?
@whiteranger, that’s incorrect. The GSR-LL4 targets are all increased to 148% based on the full year AICP metrics. From that new target amount, an employee will receive the % set by the People leader. If the PL gives 100%, the employee is getting 148% of the target. If the PL gives 80%, the employee gets 80% of 148% of the target.
Each PL gets a fixed $ budget for their team, and the % given to their employees must total within that $ budget. A TA may get 135% of 148% of his/her target, while another achiever gets 75% of 148% of his/her target.
For employees let go in August or retired on Dec 1st, their final AICP will be either 2/3 or 11/12, respectively, of the above calculation.
The 148% is only for over achievers most that get achiever will only see 90-100%
You obviously don't work at Ford.