Thread regarding U.S. Bank layoffs

Grade 14
Hybrid
Needs Improvement
0% Merit
AIP 47%
LTI 47%
Below mid. I was one of the many that got needs, even though I did not receive coaching throughout the year and was told I was doing fine all along until I was told I wasn't during my review. I would have respected it more if they had just told me they had a quota for needs and I was the unlucky one. Anyway, I hope to be with another company later this year.

14
Hybrid
Merit: 2.8%
Bonus and LTI were 95% of target

My raise will likely be one of my last because it puts me close to midpoint.

Rating = Meaninful
Merit = 2%
AIP = 85%
LTI = reduced by 1500

15C remote
Extraordinary, was supposed to be promoted but 💀
4% merit, bonus and LTI slightly above goal.

15
Hybrid
Meaningful
No Merit
Bonus 97% of target
LTI - Reduced 1500 of goal

Zero merit as I am top on my tier as mentioned by a prior Manager, LTI was reduced as well, however bonus was similar to goal.

@vp, All men are equal. Please do not judge others because of their choices.

@v4 Get lost, troll.

Grade 15 / Remote / Male / Rainbow community
Extraordinary performance / 9.5% raise / 135% bonus

U.S.Bank values all demographics. I love U.S.Bank.

@s2 it gets released Thursday regardless. I’m a manager and haven’t done everyone yet, because some are on vacation last week and just coming back today.

Hypothetically, if my manager doesn’t give me my comp review- how bad is that on them? I have a feeling my review is going to ”get lost in the shuffle” this week. What are the mandates on having compensation conversations?

Haven't gotten my comp info yet. Anticipating a 0%

Grade 15
Hub
Meaningful
Below midpoint
2.3% merit

If any recruiters from competitors peruse this site, lots of US Bank talent ready to jump ship. Hit us up.

Merit 7.4%
AIP 99%
LTI 99%

C, 14, in office, meaningful, over mid, 3%, AIP 102%, LTI 99%.

Remote
Meaningful (downgraded from exceeds per upper management because they are only allowed 1 per team)
0% merit but only because they changed my salary location to Arkansas and I was under my midpoint, now I am over so no more raises for me.

95% bonus
Over 1000 less on LTI

Stop trying to figure it out. It’s only about money. They didn’t raise the payscale because of money. They wanted to have MORE reasons to NOT give us raises. Same as the sudden, forcing BL’s to find more NI. By not raising the payscale more of us were over the midpoint so they could NOT give us raises. I hate it too but it isn’t changing. Give them work ethic they deserve, or if it’s better go somewhere else, but it’s probably no better. I am a grade 15 extraordinary and got a 2% raise. If that future isn’t acceptable branch out because you deserve to be happy!

@j9 clearly it's being done to shrink paygrade ranges and justify no merit increases

@f3 I don't understand how they can arbitrarily do that. I have been fully remote for my entire tenure. I was hired during Covid and the closest hub is 6 hours away. What is the underlying reason for this?

@j7 not everyone has. Conversations are still ongoing but your manager has the information so you should probably ask them about it.

Wait, you guys received your bonus and comp figures?

Grade 12, meaningful and 0% merit. Next time I see Gunjan I’m going to give her an evil eye.

@f1 Many remote people got moved to a lower geography code, meaning your min-mid-max points all shifted lower. So now you look like you're more highly paid even though nothing has really changed. This didn't happen to me because I'm hybrid but I find it unconscionable and very, very bad leadership. Gunjan and many of the MC members have zero emotional intelligence. This appears to be the case with many if not most McKinsey alums.

Grade 15c
Remote
Slightly above mid
Meets expectations but told on the high end of meet
0 merit
There is was a good margin between my salary and the max on Thursday when I looked in Workday.
Looked again in Friday and suddenly the beginning,midpoint and max numbers had drastically changed to much lower. How does that happen? Feels sketchy, unfair and deceptive

I’d be very interested in what those 18 and higher got.

Grade 17
Meet Expectations
Currently remote but am required to be hybrid in a couple months
Merit 1.1%

@dm good for you on looking elsewhere. I am doing the same. It’s the only dignified way for a true professional to exit (rather than whine like a loser). Market su-ks though but it’s only a matter of time before we find something better.

Y’all need to include pay grade as well. Higher grades received low to nothing in merit (even extraordinary) to give the lower grades (10-14) a bump. Bonus, LTI etc. were around 85% - 105% depending on the org. Don’t forget that executive and senior management heavily overrode numbers allocated by line managers this year.

Meaningful 1% merit.
AIP: 97%

I am not a DEI hire. Technology/Asian/Female/Ph.D in CS, dissertation in AI from a top S university. I started looking elsewhere - will resign if I get a good offer (market not good though).

Hybrid/onsite at hub
Outstanding
124% bonus
2% merit
Above mid

Risk with supportive manager (Grigg org)
Onsite
3 merit
109 bonus
Meaningful

Feel guilty about feasting on the cadavers

@af lol my department is not. They are very supportive but I only got so high bc I made the bank over a million this year.

Remote
Meaningful
2% merit, 90% bonus, 90% LTI
Below midpoint

Rating: NI
Merit: 0
Model: Remote
Below mid-point

@a6 dang I didn’t think you could get over 100% on bonus. Sounds like you have a supportive manager! Your dept hiring? . . .

I’ve seen extraordinary get nothing and some only 1% this is just pure evil.

Remote. Over midpoint. Extraordinary. 0 merit.

Remote, meaningful, 108% of mid, 1.5% raise, 95% bonus funding

Meaningful , 1.4 prct , hybrid.

@OP 2%, meaningful, hybrid, 94% annual