Heard from my manager to not expect AIP. They submitted ratings, but not budget.
20 replies (most recent on top)
@1ts this is false unless the person was rifd or retired between 10/1 - 12/31. If you quit, no AIP. You must be employed when AIP is distributed to be eligible. Being employed on 12/31 is no longer enough.
I worked at Elevance from 2021 to Feb. 2026. Is there a new policy stating I won’t get the AIP for 2025 since I termed employment? My former manager thought I would get it. Called HR today and was told I wouldn’t get it.
@1qh if you left in December of 2024 you will get a bonus in March for the time you worked in 2024 . This is not news. Its the way it works - or has worked
The question is how big will the bonus be? Depends on 2 things:
1 - what is the percentage of the budget for the overall bonus (if there is one, remember never promised.)
2- What % will be allocated to you by your prior boss - if they have integrity it will be what you would have gotten if you had not left. If they are je-ks they will throw you some cash and use "your" remaining % on people who are still here to placate them. You are gone they really don't care about you anymore and there is no one who you can complain to.
@1ej wait are you saying you left in 24 and in 25 you got a bonus? I just left in December so I wonder if I get one this spring ?!
@1k5 my base last year was 55%
@1jq what was it funded at last year? 86% sounds better than last year.
Base funding this year was 86%.
@1en fully funded at what % - hysterically incomplete
@OP AIP is fully funded
@y3 Retired at the end of ‘24. Was surprised I got an auto deposit of AIP in April along with the paystub info emailed to me. Also surprised they took the 2 weeks worth of the employee share of the healthcare too, even though I wasn’t on a company plan since December. Called HR and basically got told “that’s the way it’s done”. Took the money, closed the account, and moved on with my life.
Not true, in a meeting about it now. AIPs are to be entered in the next couple weeks, managers will be allowed to start discussing march 3rd.
@e3 excellent recap - totally true - and you will get sc--wed if you make close to what your manager makes - that will tick them off - so people that worked here for more than 15 yrs at one point were given up to a 10% merit - that is how they are so high in their range. Won't see that again.
Anyone who left as a retiree get AIP? I left in 2025 and was told by HR that I would be eligible to get AIP for the months I worked.
@jg to the poster who said - "The timeframe for managers to enter merit/AIP is 1/22-2/2 this year. "
A person who has date information is a manager or higher - no one else
Lets review - regardless of the date of imput - if there is no budget shown to the person entering - you are just putting in % for both merit and AIP - not seeing a budget has never happened in the last 24 yrs - of my employment here. Doesn't mean it won't happen
Bottom line the manager can enter data - it has to be approved at 4 levels - starting with the Director - a pie can only be cut so many ways - and the way is 80% typically must meet - 10% can exceed and 10% do not meet - you can never get more than 10% of your team allowed to exceed. Facts.
This is false. The timeframe for managers to enter merit/AIP is 1/22-2/2 this year. That is also when managers will see the percentages for the “scorecards” (Enterprise, Medicare, etc- which one you’re on is determined by your department/role) that dictate the AIP amounts.
@e3 most accurate description I have seen. (Also the high achiever bucket seems dependent on others failing which I can not prove for certain but I have always had a bigger budget for this when there are several people not meeting on the team)
that is NOT true. Signed, a staff manager
@a9 Yes Managers are given a budget for Merit and AIP. The amount set at each associate is determined by what the powers that be say they can give and it is usually a range. As a Merit example, they say you can give everyone 2-5% raise this year, all of your associates are listed with recommended merit based on their current salary and performance eval. So, you see the actual monetary increase for each individual, but here is where it gets fun. They never give you enough budget to give everyone even a 2% raise (given the example of 2-5%) you basically have to rob Peter to pay Paul. As a manager they do have control as to what you get, and it is up to their arbitration as long as they stay in that range.
AIP works similarly. They are given the list of associates with the baseline AIP percentage for their salary. You can see the exact dollars. Again, they are given a range for AIP that they can toggle with. If AIP is a 75% payout, they can essentially give someone anything in a wide range of that. So, they can give you below target or above target. So as an associate, if you know what the payout target is and you get less than that, then you know that they took some of your percentage and gave it to someone else. This is why they are so quiet about what the target ends up being or they give a range and not a set number when you ask. Also, for AIP, they are given additional budget money to award to those that are "exceptional." Managers do have quite a bit of control here and most are not questioned or checked as to why they awarded the way that they did as long as they stay within a wide range for Merit and AIP.
BTW most managers have 0 training or experience doing these, and other than making things blatantly obvious (like giving someone 0 Merit or a very low AIP) there is no guardrails in most departments, they are glanced at by leadership and sent through.
I have personally heard and seen some managers do some shady stuff. If they think you make too much money or they don't like you for whatever reason, then you can deduce what it is they do that is shady when it comes to your raises and your bonus.
@a9 total BS
@OP So after multiple responses in the past on the topic of AIP - that explain that managers were given a budget and then made recommendations by person - the flood of "you don't know what you are talking about" and here you go.
If you do an an AIP will stink and if there is no budget it will be the first time any manager ever submitted AIP without a budget- wonder if merit had a budget? They are submitted at the same time.
Source - a manager that has worked here for 21 yrs. and recently called it a day - wait for it.
Maybe someday people who follow this board will quit bashing and start listening to those who actual have a history of the process and were trying to warn you and educate you.