Does my performance review increase/decrease chances of being laid off?
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It’s not really connected. Does your boss / leadership like you? Are you underpaid? Those are the biggest drivers in your chances of being laid off
@xx my APO lead who was let go last year during end of year reviews, she knew her stuff and always went above and beyond and is the reason our team never missed a deadline.
Laid off or fired? If your performance is subpar, why would they pay you to leave? They now have documentation you aren't able to do your job.
@h7 I was a BBPC lead that was impacted, same here! I did 99.99% of my teams RCSA work, including the issue management calls along with giving updates to the SVP on the progress of every issue my team was working on. But my salary was high and the BBPC I on the team was very low, so they kept him and let me go.
Good luck with RCSA & PRCI this year!
@h7 they kept lower paid and less tenured - unfortunately that was their target along with remote but I don’t think it is over - still more coming
I am shocked to find out that my %raise this year is a lot lower than the previous years. I asked why and the director said it's the budget and company isn't doing very well. Really? Yes the bonus is a lot more this year, but still, I am not used to seeing the dismall raise in my base comp.
@ab correct. I was impacted back on 1/28 along with many others, but the reason giving to me was “this was strictly a financial decision”
I was a BBPC I, and my partner BBPC was also a I, but my pay was more, so I was cut and they kept her. Yet, I’m the one who did my teams Issue management calls and reported to leadership on these status of our issues and led our RCSA efforts.
Three reviews of meets or exceeds with all three reviews being 7% raises. When I was laid off, I expected it (even thou the rest of the department was caught off guard) as I had requested transferring off of a team where most of the team cried on a regular basis as a result of the wonderful leadership of that place. Approval granted and a couple months later laid off. Everyone on the prior team that made the mistake of going to HR at anytime and anyone that made the mistake of questioning decisions were also let go. Had a few spot awards and was the top performer in the department a few times... that does not matter.
It has been discussed many times.
@dh
Same, the "record profits" are for the millionaire executive bonuses. We get the crumbs of their leftovers and told to be happy with that or else. The kool-aid drinkers that bootlick this company are what enables it
Got a meets, 3% raise, 15% target, 110% added on. Thats it. No more team multiplier.
What a joke…
Last year during end of year reviews, at least in the bank, they let go of quite a few people, and they weren’t given a severance.
During his end of year review, my director was told by the ED “your position is no longer secure within USAA”, then HR popped on the zoom and he was let go. Took our entire team by surprise when the told us shortly after. Then he brings in one of his “buddies” from US Bank and she was as useless as they come. She was a manager in the call center and had no idea what to do, our APO’s basically ran the team. She’s still there, even in leadership meetings, she either has the APO or BBPC go in her place. I left the team first chance I got and went to another area.
Usually level 2 analysts topped out at $88k and level 1 s begin at $90k
So if you are high paid, you can still get laid off even if you get an exceeded expectations.
@a3 what’s the breakdown on the salary levels, I’m unfamiliar with that
I dont know, it seems that some layed off aml analysts and managers were either good or simply bad, seemed random.
I do think, however, it was based on compensation in your level, for example, if you were a high salry level 2, you were let go, but a low salary level 1, you’ stayed…
If it’s truly horrendous, yes. But so far, there’s been cuts solely based on total comp level.