My bonus was exactly flat to last year. Just curious how they treated y’all bonus-wise across LOBs…especially as my questions about the bonus pool are continually unanswered by my managers. I’m a Band 5 and got a meets/exceeds.
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My bonus is just like my Girl’s onion
B5, M/M, 0% increase, -20% on bonus
ohh well
B5, M/M, 0.5% increase, -20% on bonus. I will try for low Meets/Meets this year...use that additional time for personal development, more time with family and friends, volunteering for good cause.
remember B3 & B4's gets most of the bonus pool remaining pennies for B5 & B6's
Associate -> VP, E/M, total go up by 3%
@2zce+1qObJNzH - this is b/c bonuses are "Discretionary" and can EASILY be taken away, whereas Merit Increase (Salary) increase is supposed to be pretty much permanent.
It's so random now. Hardly, Pay for Performance. (was it ever, really?)
I think most managers are trying to give increase anywhere they can (merit or bonus) depending on what funds they are doled by HR to work with.
B5, M/M, 1.25% increase, -70% bonus. I guess they really want me to quit.
B5 m/m. Bonus up 66% from last year, pay increase -1% from last year's annual increase but DONT BE FOOLED. B5 for my department makes a fraction of what other B5s do elsewhere in the company
Last year we had many folks not received cash bonuses just to retain their percentage increase, others may have received both, but the incentive awards were menial... I wouldn't be surprised if the next move the company makes is go remove the bonus structure for B5s altogether.... At least for the departments like mine that don't pull in significant profit.
B3 m/m. 1% raise and bonus down by 12%. 2 years as b3. Last year got b4 bonus and this year, 12% less than b4 bonus. Looking for a new job
@1zro+1qObJNzH - yea, they get decent PR + don't have to pay it when people leave,
Win/Win for management. Not so good for employees as we inevitably ride it down until it vests worth less than the Grant value.
The total amount sounds impressive, but at the individual employee level, It's not enough money to be a meaningful profit-sharing plan, especially after taxes.
The shift to sharing success deferred stock seems to be the focus over improving cash compensation.
B5, e/m, no increase, bonus flat.
b5, m/m, bonus cut 17%
It was always bad unless you were a B3 or higher exec
B4 m/e no raise flat bonus. No raise for 3 years. This is not pay for performance. Apparently in our group if you are a b4 svp you get no increase.
Band 4, M/E , no increase, same bonus. Not motivated to work - downhill for a while. Time for a new job to support family.
Oh ya….just got the call from my manager bonus is down and a 1% raise….but don’t forget every one, if you have been listening to the town halls, the Bank has had a record breaking year when it comes to their earnings. It’s such a slap in the face especially when the higher ups are getting millions while the rest of us can’t afford groceries or gas. And they want us in the office 3 days a week too you know so we can collaborate 🙄
B4, TX, M/E, 1% raise, -12% bonus.
Bonus continues to be decreased yearly and now less bonus in B4 than in Band 5.
Schedule: 9am-5pm (will continue to strictly enforce)
Band 4, M/M, .8% increase, -10% on bonus (4th year of cuts so it’s basically nothing at this point)