#promotion

I assume it's uncommon to get a raise/promo immediately followed by an LR... On the other hand, aren't these separate decisions often made by different people?

We need all you wfh employees. But, NO, there will be no promotion opportunities for any wfh to move up. To move up you must move to a Hub. Just shut up and pretend like we are going to let you keep your jobs.

My manager told me for years that I was the backbone of the team. Then I asked about a promotion and got told I was too important where I was. That's when I realized that being valuable at DXC doesn't get you ahead. It gets you stuck.

Is it possible to successfully negotiate a CL promotion when considering to accept an assignment with more responsibility?

Where bad ideas go to become and AFE and a pds that was done 3 yrs ago and people who should never ever get promoted. What say you?!

So is the firm just cleaning up the unqualified people that were promoted over being fired during the pandemic? Those are the only people I know who are overpaid. Everyone else doesn’t make what they’re worth

Have never seen it happen so much as here

I've got nothing. Maybe that's the real issue here.

Have to share. Scrolling through the org chart on Friday realized that Nike is just now a corrupt diploma mill of engineering job title. Seriously a complete joke. I saw that consistently if people were promoted internally over time it was probably a lie. Promoted twice means even less valuable and less talented. If you don’t agree try scrolling through the org chart on Monday and see for yourself. Ask if those who are still here after this week and prior cuts - what did they really do to be promoted and how valuable are they really for actual work? I noticed was that 95% are total frauds and the number of frauds is endless. And some of us now the talent gutted janitors are expected to simply pick up the garbage while useless and corrupt managers sit around and give high fives to themselves? This is not why I came it’s terrible and corrupt and no good engineers. Any where to sign up for next layoffs would be nice.

Curious perspective: The company has all but ki-led chances of promotion with this new approach to business approval for increase of an individuals grade. You need to have some serious power behind you now if you want that next pay grade - GOOD LUCK! Seemingly, at the same time there appears to be a lock down on performance of wealth, the executives down to directors/RLT receive stock as part of their performance, and not that ridiculous new VCIP rule that you just about can't cash in because they're rolling people out through the night, but a spot bonus as a result of their grade. Dividends are being paid out at a huge sum, while alot of the stock is owned by the uppers who none of us ever see. It's almost as if the money is moving to individuals through the stock attraction of high dividend. I admit, I'm not economist but why are we do eager to pay out the high rate when we are still struggling to get our cost per barrel down?

New title? New level?

There’s been a lot of discussion lately around compensation concerns. One potential path to address this is by transitioning to the Cloud Migration team under the Head of Cloud Transformation (A.C.). This group is strategically positioned within the organization and maintains strong alignment with executive leadership, including the CIO.

For those aiming to significantly increase their compensation, roles such as Technical Senior Product Manager or Principal Engineer within Cloud Transformation appear to offer substantial upside. Many individuals in these positions have recently received promotions, recognition awards like “Legends,” and compensation packages reportedly in the $300K–$500K range. Some team members also benefit from flexible, home-based arrangements, with less emphasis on traditional cloud delivery work.

Additionally, there seems to be less concern around return-to-office expectations for this group, as both the leader and their direct reports are viewed as operating within a more flexible or privileged setup. There are even instances where individuals have received top recognition despite not being directly involved in cloud delivery.

Watching promotions roll out is something else as well. It makes you really question if performance actually matters even a single bit. To say the names on that list don't always match the people who carry the weight daily would be an understatement. It's hard not to notice.

One of my coworkers on my direct team has applied to a new position within dell, which is a grade level above his current level. So it'd be a step up. i7 to i8.

We both do the same job and same exact work but he's just a grade above me. Now, they would be leaving my team on corporate to go into the Federal department, which would open up the i7 position. I am an i6 and nobody else on my team is an i6 so...

Simple reasoning would be that I step into that i7 role... with a promotion of course, right?? RIGHT?!

Was told there was some activity yesterday on this not sure how many folks received it, nothing for me as usual its just pathetic and depressing. Just want to know how many got it here

FIS and WP promotions took place in July (first pay period) and that's when raises go into effect. Is GP traditionally a different time in the year? And does anyone know if we will move to July for the whole company, or whenever GP usually does it?

Are promotions happening this cycle and is NYC one of the main cities

I spent years trying to earn a promotion and the bonuses that come with it. Every time I got close, something changed. The metrics shifted, the requirements increased, or the timeline got extended. At first I thought it was bad luck but then I noticed the pattern. They moved the goalposts on purpose. They kept me just close enough to keep trying but never close enough to actually get there. If anybody is wondering, I never got the promotion and I wasted years chasing targets that were designed to move. Now my main focus is to find something else so I can leave.

it used to be in December but the company skipped last year and heard they moved it to this coming May but i haven't seen any email regarding promotions and salary raise. does anyone know?

Fire away

So ridiculous. They are saying no directors except in Westlake or maybe Lone Tree. Even 59 PLs are getting warned during the interview process that they will have to get some sort of difficult approval. Do they genuinely expect everyone to move to those fiery city hellholes for this job? Cuz nope.
What about the offices THEY closed, like St Louis, New Jersey and Maryland? What about smaller offices like Chicago, Ann Arbor, Raleigh? And what about disability exceptions? If promotions are lost because of this policy, the lawsuits will be massive.

Anyone?

Everyone I know from 40 to 45 lately has been moving to lateral or even jobs they're overqualified for. Has anyone in this age range been able to move up in the last year or so?

Comments on recent IT leadership announcement? How was the newly promoted GM?

It's frustrating to see how often promotions and opportunities seem to align more with who you're related to than what you bring to the table. At the director and above, it’s hard to ignore the number of spouses and siblings in the same org. Sometimes it feels more like a family business than a meritocracy. Anyone else noticing this pattern? Feel free to drop the names or family ties you’ve seen around. Let’s see how deep this goes.

I've been here long enough to see this play out multiple times. A mediocre person gets promoted. I don't know if they interviewed well or they're friends with someone important. Then they get put in charge of a team of talented people and within six months, the best people on that team are gone. They quit, transfer, find something else. The mediocre manager is the one who stays as the work gets worse and the team gets weaker. And the company acts surprised. Promote the wrong people and you lose the right ones. It's not that complicated. It's just cause and effect. But they never seem to learn.

Is the rewards budget broken up into separate Promotion and Merit budgets? Was told the Promotion budget is zero for our group this cycle.

Want a promotion? Make friends with the higher ups. That's it. But know that after you get promoted, you're more likely to get cut. Higher pay has become a liability. There's no winning here anymore.

Hello my WF friends — I’m hoping to get some insight from hiring managers or recruiters on here. This may benefit others as well.

After many years of solid meets/exceeds performance, I ended up with an IM rating this past cycle. TLDR: my manager and I didn’t really click.

I’ve found a couple of positions in other areas that would actually be a promotion for me. I also have a positive history with one of the hiring managers, as she’s a former manager of mine.

My question is: would WF policy even allow me to be promoted into another role while in the IM “penalty box”? I don’t believe I’m on a formal PIP, so I don’t think I’m required to disclose last year’s IM when applying.

That said, I assume my IM rating would come up during the interview process. If so, I’m guessing the hiring manager would need to make a strong case to move forward with me, given that context.

Anyway, I’d appreciate any thoughts or experiences on this.

Spent a year building something I was proud of. Brought someone in to collaborate, shared everything openly… only to watch it get slightly tweaked and presented as their idea to the team.

This isn’t the first time. Just the latest reminder that being generous with your work doesn’t always come back the same way.

So I’m done sharing like that.
Done handing over things I’ve poured time and energy into just to watch them get repackaged and claimed. I chose to stay here and finish my project and now I regret it.

All this plus Not to mention Ive gone years being promised a promotion and the raises get smaller and smaller each year. Im dont being the lowest paid but highest achieving on my team. Im moving different now.

New manager came in months ago. Still doesn't know who works for him or what anyone does. Doesn't try to learn. Doesn't talk to his people. Just exists. And we're supposed to be okay with that.

Or working hard, for that matter? There's no path upward. Promotions happen under circumstances that are genuinely baffling, and never seem tied to actual performance. Meanwhile, the real backbone of the teams, the impressive professionals, get passed over every time. I'll go further - being qualified practically disqualifies you from moving up.

No chance of a promotion?

What's the highest increase you got, outside of a promotion?

Watching promotions happen makes you wonder whether performance is really the deciding factor or if knowing the right person is the trump card.

Associate, Advanced, Expert, Principal etc. ?