Trying to decide if the sacrifice for potential to make CL30 is worth it.
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Would love to have reliable data on CL30, 31, 32, 33… anyone able to provide real data?
Shrinking org comment is right on. Trickles down into non-exec too. Constipation and competition to get past that blockage is a pita
There are no “senior professionals” at CL30. The highest CL for a real technical, non-sponsored professional is CL29. To get to CL30 you need to be a HiPo, which means softball assignments from the start of the career and absolutely no real technical work, just PowerPoints summarizing work done by real professionals and d-mbed down for the use of management.
That’s a BS response and perspective. A small few at the very bottom of CL30 may earn similar as top of 29.
You must prefer to demotivate people and not give them a chance at risk/reward? You must be a VP or HR who prefer to not reward proven performance and capabilities and what people have delivered to enable the company’s success?
And most of the VPs don’t have courage of conviction to push back on their leaders about this as that would negatively impact the VPs assessment.
@1qn FFS. Every group in the company has the same problem. EM is shrinking and the antiquated ranking system doesn’t compensate for that. The system is garbage and technical people get fkd. Stay at 29, don’t rock the boat, collect your huge check, problem solved.
@154+1jjtmfnc6 Are EBUs still thing? I thought there were only RSUs and bonus now?
You make more money as a top quintile 29 than bottom quintile CL 30 or CL 31. Be careful about demanding a CL 30 promotion if you cannot compete with the CL 30 to CL33 hipos. You could easily become a PIP candidate if you are less than 52.
What was the executive Rank group this year. lot's of gaming the rank groups to protect CL34+ salaries. In past this was gamed by having CL 30 Senior Technical professionals competing against CL 34 VPs. Guess who get ranked at the bottom.
Company needs to rank CL 30 to 32, separate from 33 to 35. 36+ Board can set Compensation
I know some CL 30 that make less than they earned as a CL 29. They dropped in ranking and lost their RSU. Much tougher rank group when a professional is ranked against managers. These are generally senior professionals with no more promotability. They keep a large group of senior professionals ranked in lower quintile to protect managers and hipos, plus they can then push a few women and minorities in higher rank groups to give the optics of diversity. This works well because the older groups are heavy in North American White males and European White males hired in the late 1980s and early 1990s before college STEM degrees had alot of women and minorities.
CL31 YEE 39 $450k base; 2000 shares RSUs; $100k EBU, $50k cash. So about $800k equivalent for 60% rgp. But expect to be laid off within 3 yrs because I cost too much and don’t add $800k in shareholder value , like every other exec getting these insane bonuses for not being really too smart , other than milking the gravy train and su-king or yanking something.
The better question is what is the upper band for salary, bonus, and RSU for CL 30...Say a OWD-top 5% CL30 makes total compensation of about $0.9 to 1.0 m...with 35 YEE
Yeah right bro you can’t survive on less than 250k if you want a nice life. Dont be hatin
There is absolutely no reason for anyone at this company to make more than $250,000 a year and no one should receive bonuses or stocks unless everyone in the company has the potential to receive them.
A few comments:
When it comes to stock and bonus, it is largely driven by your executive ranking. A CL30-34 executive ranked in the bottom quint (NI or lower) they get nothing but salary.
See page 9 of the 2015 Executive Compensation Review document on EM’s Investor relations web site it gives a lot of detail.
The distribution of the occupants in ranking buckets is the same as for everyone else and spans all of the Executives.
Another wrinkle is that the CL35+ execs are not exposed to the bottom two buckets of Good and NI. The 30-34’s have to take on the burden of those lower buckets to keep the entire Executive distribution compliant.
So, the competition is very hard. If you don’t have a Sr Executive sponsor or don’t have a rocketship tied to your back, your ranking will drop and you will make less than if you stayed a well ranked 29.
Wow CL 30s don’t make that much. If you’re 45-55 years old only making 400-500k. Thats way lower than I thought.
You should be asking for organization as well. Because a CL 30 in controllers is probably making closer to upper $200s to lower $300k with a 10% cash bonus and 10% RUs.
It’s not until your a CL 32 where the cash bonus and stocks are similar to your base pay.
CL 30 YEE 33 Upstream curve
Excellent
$428k salary
1200 shares
$40k cash
Im a 29 and I made more as an intern