#compensation

Well another year or three will go by again without a raise.
Thank God all of you people in Seattle get yours, so you can fuel those black SUV’s. It’s a good look.
If I could spend what Seattle upper management Spends on gas, and buy groceries... I wouldn’t be having top ramen 6 days a week for dinner.
Do something about the wages Nordstrom pays in Arizona compared
to the rest of the nation.
Equality wages are needed across the board.

Got a promo and a new career level, not sure if that maps to anything (Salary range/ VC target range, etc)

What are the current VCP percentages by level? What did they change to?

Exceeded Expectations. 4% raise. 135% bonus.

“We base pay on labor market trends—not cost of living—so your compensation reflects your role’s true market value.”

Ok fine, but does anyone else see the idiocy of paying Stankey 26 million then? Based on what he’s done to once-proud AT&T he wouldn't get half that money at any other company in the world! Zero chance.

Nice for them to make us wait until the middle of March for LTI and AIP!

Curious,, how much of a bonus did you all get ? And when is it being paid

CVS Health CEO David Joyner received $17.8M in total 2024

Tilak Mandadi earned over $11.36 million in total compensation for 2024, driven largely by stock awards.

1% raise and only 5% of my bonus, even though I got a 'Leading' rating.

Just a 1% raise after the executives were boasting about how great of a year we had. They are probably thinking we should be grateful we got a raise at all. Were are all of the profits going??? Oh yeah to the executives who don’t actually do anything, while us individual contributors who do the real work get literal pennies compared to them

When is the date it's all locked in and cannot be changed for RSU's / pay rises / bonus?

Thanks

This is capitalism on steroids. Thanks America!!! People are being laid off and CEO is being rewarded as if she found crypton!! What a world we live in. No CEO should make more than 30 times of average FTE salary!!

So, Arvind announced the GDP numbers last week… 0% for low, 3.4% for core and 6.8% for the top. Percentages will go up for 2026 to 5% for core and 10% for the top. That’s for bands up to 9.

Comments?

Having to deal with constant reorgs, layoffs, an increasingly toxic culture, shrinking benefits, and all the other nonsense would be easier to swallow if we were at least paid well. Instead, we’re paid less than most of our competitors, which just adds insult to injury. There’s no upside to working here. None.

I recommend people to put their bonus score, so we can collectively try to create transparency ourselves. I’ll start:

CoSA: ERC
Level: Senior
Rating: ME
Multiplier: 115%

Hi all, I’m graduating college class of 2026.

What is the expected salary for an out of college hire for an associate role in NY and NJ. Is there a bonus?

Thanks

Will there be a RIF today? A little suspicious with compensation statements postponed.

Can someone clarify the upside potential under the new comp plan? With the shift to quarterly targets, is there a meaningful opportunity to over-attain, or does this structure make that less likely?

I have my EOY Friday
What are people getting?
I started 3 years ago.
My partner got 4.25% yesterday. Employe 8 year

Just a rumor but that’s what the halls are saying and why comp got pushed back. Again don’t hold me to it, just a rumor

Has anyone had a pay raise that kept up with inflation?
You were making $100K in 2019 — now you earn $126K.

How do you find out what the average base pay for the role in current area is.
The range is so wide and confusing.

I'm stuck at T3 for 5 years doing the same job as T4s on the team. Issue goes back to legacy roles where 3 roles got rolled into 1 and some got stuck at T3 and others got to keep T4. 5 years later I'm still getting paid $50k less than them. Is this just the way it is at SAP?

What % of you plan to accept number based on new comp plan!!!!!

Anyone know why it was pushed to 2/16 instead of 2/11?

Why do we need a team lead when there’s a manager already?! Team leads are not supervisors and they don’t do any work either but being paid way higher than the rest of the team ??

Reducing account sets by 75-85% but only decreasing quota by 30%….while on the new commish plan that doesn’t pay out if you don’t hit 60%… but hey you get a 25% draw the first two quarters. If you don’t hit 60%, you gotta pay back those draws… make that make sense

If a 3 rating is 20% bonus for band 6, what do 4 and 5 ratings get?

Another year of going above and beyond with no reward, doing all the things picking up slack for team mates and being held to a higher standard than others, taking on extra work and still just meets and no financial or professional reward or compensation. I’ve been here 7 years and I’m tired of the bs

what an irony !
"it's a choice we're making
let's start giving"

to start the townhall with this song and words.
nothing but greed, let's get pay increases with double numbers % in the top.

1. Capped earnings — introducing plans where up to 60% of payout is effectively unreachable.
   1. Rigid RTO mandates — reversing years of successful remote performance with no clear productivity rationale.
   2. Artificial gating — 50% storage gates that suppress commissions even when deals close.
   3. Unattainable quotas — targets set beyond realistic market conditions to control compensation expense.
   4. Remote = stalled careers — limiting promotions for employees who remain remote despite proven results.
   5. Frozen pay growth — eliminating merit raises regardless of performance.
   6. Commission erosion — reducing or eliminating commission opportunities that once defined sales roles.
   7. No in-role advancement — blocking progression within current positions, removing career pathways.
   8. Constant quota changes — moving goalposts mid-year, undermining trust and planning.
   9. Vanishing checks — commission statements that frequently fail to reflect closed, booked business.

Post rewards, what is your pay ratio, with how long you are staying in the current grade?
I am in current position for 2 years and now the ratio is 98%, post rewards, what is yours then?

I’ve heard a lot that merit was low this year. Can any leaders here shed light on what to expect for bonus and LTI? Assuming a meets expectation review

Given that I was rated as “met expectations” across the board, identified as a core performer, and am contributing to a high-performing team, I wanted to better understand how compensation increases are typically evaluated for employees with under a year of tenure. I recognize that I have the least tenure on the team and that this factors into current pay alignment.

I also wanted to confirm whether compensation discussions are normally part of the performance review process or handled separately, as it wasn’t covered in my review.

What did you get?

Is anyone in a Lead Director role at Aetna willing to share the typical salary range and incentive % for this position?

Dell used to have quarterly spifs.
Both LEMC and LDell.

They didn't make a huge difference to earnings but they were fun and something to focus on.

Aren't there short term bonuses available any more to push a new or hot product?