#promotion

Do it. Lay off the productive people again. Promote the ones who are best at politics. The company will keep declining, and I'll be long gone, relieved to not be part of the slow-motion train wreck anymore.

What's the point of staying when there's no reward for it? No promotion, no raise, just more work. I'd almost rather get the layoff call at this point and take the money to leave this thankless place behind.

For the employee performance review, I see a step greyed out labeled “ Review Promotion Nomination- Not required”.

Does this appear for everyone or only for those that may get a promotion? Also, what do the ratings mean? Is “Leading” the highest rating?

I am 602 and no salary increase for me, but I received 10% bonus. My manager told you are getting highest salary for 602 and no more possibility of hike. I received rating SSO.

Do you think I apply for 603 positions internally, would I get a raise?

Instead of APLA being broken up and APLA fired,
CS was PROMOTED.

What happened here?

I've been at dell for 6 years now and to date, I've milked about 25k in certification programs from them. These courses/certs mean NOTHING to dell and won't help for a better raise or promotion but, they are resume builders and look good to other jobs. Plus, at the very least you get them to pay for courses you otherwise wouldn't afford, or care to take due to money constraints or whatever.

Two of the courses I've taken are 10k each - so that's 20k right there. The others were each about 2k each. A certificxation means nothing to dell though. you could get the highest sought after xyz and it won't affect your raise, bonus or chances of promotion whatsoever, so might as well just take courses on their dime that other companies 100% WILL value.

Also, since we have a $500 "fitness" reimburstment program, I suggest going out any purchasing $500 worth of weights, keeping them in the boxes, then submitting that receipt to Dell for that $500 reimuburstment. THen go return those weights for a $500 profit.

Amidst layoff's? LOL. Given the number of D promotions, did I somehow miss the closing of the data articles within the consent order? Some of the names on the promotion list to D...laughable. Zedro knowledge of anything even remotely related to data governance, but they excel in bootlicking for sure.

I'm guessing we are in the mid 90k mark at this point and assuming 2k are WFR this spring, plus another 1k over the summer, then another 2k in the fall, maybe they will start bringing promotions back lol?

Just curious,

1.In which week exactly are promotions communicated and go live in the system?

2.Also at this point are the manager ratings are already locked or the reporting manager still has a chance to update the rating for 2025?

All full time remote employees are being terminated by EOY by sc-mbags who put every one of us in a wfh status while keeping offices closed and sitting empty. We have been treated like we aren't employees here, segregated from everything and everyone, blocked from getting promotions and given false ratings on reviews which includes those not full time as well sc--wing all of us out of merit and jobs as well. Theres no way this is legal cause it goes beyond being “at will”. You dont have to go to these extremes in that case

When will promotion, raise and RSU refresh be notified for Feb 2026 cycle?

At least without one right away. Is that something worth considering?

Let me guess, let's promote the heckler and layoff more of the hard working smart people.

Im in technology department and i have no one around me got promoted to svp. Is it citi not promoting people to svp any more but promoting to D directly?

We've heard the phrase "up and out promotion" before. I've seen it happen especially for limited availability positions....IE new manager comes in and they have a buddy they'd love to give a promotion to, but even managers have headcount targets and can't necessarily create new Senior Engineer positions..so they find a way to force out someone currently in that position so they can give it to their friend.

For departments with many GSR engineers, in-line promotion can bring you from a 6->7->8 eventually with no tangible difference in responsibilities.

My question is during layoffs.. do you think you'd be safer as a higher paid lower GSR.. or at a higher GSR and lower on the pay scale? I know there's dept headcount reduction targets during cuts, and they can be based on X number per GSR.

If you were given the choice between a promotion from Band B5 to Band B4 or a 10% salary increase, which one would you pick and why?

Seeing multiple Sr. Director promotions on LinkedIn.

They just let go a bunch on them recently. What’s happening?! Getting rid of high-salary positions and promoting at lower salaries?

I see some people getting promoted rapidly within 1-2 years max and others still have the same title after 4-5 years.

For a Band 4- what are the benefits of going from VP to SVP? More $, more PTO??

I am looking forward to going back to work tomorrow.
Last year I logged in 93 Hours of learning. I did more than Think 40.

Jim Kavanaugh said to upskill, so I did. I led a Watson X challenge team, Arvind's bold leadership is going to make IBM a power player.

I was hired in June of last year and I know I can get to be a Band 7 this year.

I’ve been here for six years, moved laterally once, and my impression is that there are not many opportunities left to move upward. Even the people who try hard to stay visible with upper management do not seem to be getting anywhere. Why is this happening? You would think a company would want at least some percentage of skilled employees to progress, if only to keep them motivated and to ensure strong voices at the top. I know I may sound naive, but rationally this should be one of any company’s priorities.

I dont know where Dell is trying to go or what their "plan" is but, I feel like at this point people are just doing the best/minimum they can simply to keep their job - considering the consistent, constant, and year round layoffs they've had for the last 5 years.

There literally is no incentive to do more than the minimum anymore and to literally do what is expected of you, and no more than that. Insperity points are fine but like, I think people would far prefer actual MONEY than points you still get taxed on... and yes, you DO get taxed on those points. Go look at your paycheck stub things on Fidelity or whatever the site is and you'll see. Last year (2025) we couldn't even give out points for half the year because of the minimal budget lol.

Promotions seem to be a thing of the past at Dell so, why do extra work or try being a "star" when there is nothing in it for you at this point? If not for my insanely good raises the last 6 years, and constant promises of promotion, I'd have been long gone by now. My first year at Dell (2020) I got a 9.7% raise which was insane. Then last year I got a 12% raise which was mind boggling lol. The other raises were between 4-6% so pretty normal I suppose. That's all great but I want my promotion that I'm owed now.

Then, since they flattened the mid level management and basically put everybody under a director, which ours wants nothing to do with my little team and has NO idea what we do, chances for promotion are slim to none along with solid raises.

Then with the RTO bs, I'm now also driving 64 miles round trip every day + spending $30/week on tolls alone, and another $40/week on a tank of gas, only to go into an office in which nobody on my team works at/goes to. An unnecessary $70-80 a week and wear and tare on my car. I wouldn't mind if at least SOME of my team was there but I just go sit in a comfy booth for an hour, then go home. IF I even go into the building, anyways lol...

You know what makes employees work harder and better? INCENTIVES! aka promotions, better raises, more money. Let's be honest, nobody works for Dell because they love the company. People work there for a paycheck and that is IT. I personally do love my job but I'm at the point where I am looking to get out since I'm not seeing growth opportunities anytime soon.

Anyone else seeing experienced hires being promoted ahead of life long company employees? Seems the company hasn’t been doing a great job of developing their own employees so has to go outside for talent now. Lifelong employees beware!

If you work for a manager who loves saying "it is what it is", you work at a bad place.

You also know you work for a bad place if nobody in the team ever gets promoted, including a TDP convert who is still stuck at level 1A after working on the team for 3 years.

I’ve heard from a few people that PSGs are being suppressed and advancing to 25 and higher will be much less common than before. I feel long overdue for a promotion (both in performance, % CO, expanded role, and time) but am not getting much support for even consideration. Am I capped out?

all the thank you notes from the top of the company. but vps and under are still always in a 24 x7 panic, blame game mode. in the team, how much if they up the grade vs exceeds meets , ive been here 3 years..last year when the company was doing well. they gave me peanuts, this time how much can i expect? meets - 3k , exceeds 7k?

Schulman, what is the policy for the enterprise to work-from-home and to promotability when working from any of the Verizon locations?

2018 AT&T Buys Time Warner for $85 Billion
2022 AT&T Sells to Discovery for $43 Billion
2025 Current Bids
Netflix - $72 Billion (Studios/ Streaming only)
Paramount - $108.4 Billion (Entire Company)

The AT&T architects of this deal either got promoted or received a golden parachute for losing over $50 BILLION of shareholder value. And then there was the DTV deal…

Should I decline my svp to Dir promotion due to layoffs ? Heard large # of MDs and Ds are on the chopping block.

When are the promotions announced typically? Both with your manager and/or team and then also within your LOB? When is the year end comp (Bonus/Raises) typically announced.

Yearly raise and promotions what’s the percent typically?

I've worked and pushed extra hard for my in-seat promotion all year, after years on team and at same low C-level trying to get my AVP which I see as finally earning your stripes within Citi.

I've done pretty well with raises the past couple years and pretty sure I've got to be maxing out my salary in the undisclosed 'salary band(s)'. Been getting signals that it's looking pretty positive for this new year also, but no sign or mention of promo.

Is it possible to be earning within the next band without the badge?

Don't bother, you're not moving up.

I have been trying to decide which job offer to accept and have been using this forum to try and understand salary structure and promotion opportunity. From what I can see, it seems like once you accept a job at Dell you are stuck with minimal pay increases unless you apply for a different internal role. Is that correct?

• Am I best off pushing hard for my starting salary since it won’t change much?

• Does the salary I’m offered impact colleagues yearly bonuses and pay increase?

• Additionally, is there any other important information around salary I should know?

Every year, I am told - by a series of different managers - that you have to be an I10 to get RSUs. Is this true? Anyone receive RSU grants below I10?