Does anyone know who determines the raise and bonus amount for GSRs? Is LL6 or LL5 or the company set a guideline each year?
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Very little input at LL6 level (maybe can adjust a 5-20% percentage of total; so maybe few hundred to maybe a thousand a year in all practicality, that is if they do not want to sc--w others in their team too badly); not much more at LL5 level; these days it is mostly HR and as someone said partly LL3 (and his/her favorite LL4s / LL5s) - 10-20% is not far off this factor.
Some technical experts who are directors in reality - go here and there to make advices.
Weird internal channels , usually filled with rats who behave like they know you forever.
Why aren't you discussing this with your people leader or whatever they are now called?
@h9 You got it. Formula based, but yes, that formula is driven by the 5/6 and even 4 if you have a micromanager.
@bw Thanks for the info. So LL5 determines the bonus and raise for everyone then cast it down to LL6 to tweak?
@c6 People try to be constructive. but management cares more about cost than quality. Look at the decline in quality the past 30yrs. Recalls record high because of the clowns running the show. I seen your type of arrogance far to long. Burns me when even after pointing out issues they still go with the cost saving. Two issues"WE" pointed out were investigated by NHTSA..
But don't worry to parasite. you will get you big bonus and merit.
The company discriminates against older workers, outsources U.S. jobs, favors unqualified employees, and prioritizes H-1B hiring for lower-cost labor.
@ce This is so true in some areas it's obvious, no talent, no real intelligence. I used to believe, oh well, its fine, let em be. Now it has become so pervasive and so incompetent that you can't simply let it fly anymore. I used to believe wow, what a wonderful place, good people, management seems decent in most places, now it's just obvious that some groups have been overrun with incompetence, and they enable bad behavior at all levels, mentally justifying themselves with thinking they're protecting their "people" but in reality they enable real harm to everyone else and the company. Can't wait to retire.
Ford’s leadership culture resembles a high school environment, where promotions are based on social skills instead of merit. Rather than prioritizing engineering excellence, the company increasingly behaves like a social network that favors weak decision-making over technical competence.
@c5 so let me guess, you’re laying in bed probably hungover, no real purpose to get out of bed, because you’re just a bitter cynical person, and you think, you know what the first thing I’m going to do is, I’ll share some of my bitterness with others! Way to start the day champ, try being constructive.
It's a buddy system, so network with your leadership and you will get more bonus money. At Ford, it's who you know to get what you want. It's not what you know to get what you want. It's a fact.
LL5/6 controls 75-80%, the LL4 holds back about 20% to distribute to his b-m buddies. I’m an LL6 who observes this regularity as our LL4 takes almost 1/4 of our budget from our test group to pump up his architects and favorite designers. My LL5 sometimes asks me to tweak my distribution but not by much usually.
Formula based with increment ranges. Boss has input 5/6