Appears to be arbitrary in that folks with less technical work than me have it, folks equivalent to me in technical work have it, some folks that are more technical than me don't have it, some orgs hand it out like candy and others like mine seem to distribute it with a tight hand like its a promotion. Doesn't seem to make any sense and wondering if anyone can shed light on it.
Just a shame something so arbitrary can have a significant impact on compensation
@qf youre about to trigger the girls crashout. she is obsessed with destroying them
@qc "hes trolling" "blows up when people troll him". this is girl logic. are you a girlie?
@f5 he’s trolling, these are all over the threads. It looks like he’s just ranting then blows up when people troll him.
@f5 https://archive.ph/DnXqZ
@ct did you make a comment just to reply to yourself? lol
@cr Oh wow this reference list is excellence for me to use in giving my own personal anecdote for our dear reader, OP!
Role Alignment with HTHD Criteria*: My role, involving highly technical full-stack software development, cybersecurity, and product ownership, aligns with the criteria for HTHD positions. Therefore, it appears that my role should have been classified as HTHD, making me eligible for higher compensation and stock awards [1] [2].
Market Comparison and Compensation Disparity:* The significant gap between my
initial compensation and the potential increase suggests a disparity that doesn't
necessitate my access to Ford's external dataset, in contrast to the market benchmarks
used by Ford for HTHD roles. My pay, in relation to my highly technical level of
experience and contributions to Ford, is significantly below what any external resource
could offer. This disparity raises concerns about equitable compensation, especially
considering the critical nature of my work and its alignment with HTHD criteria.
The rotation list for Fall 2023 includes several positions classified as HTHD,
which involve technical skills in areas such as software engineering and data
analytics. Notably, roles similar to mine, requiring technical expertise in software
development and cybersecurity, are classified as HTHD, suggesting that my role
could also qualify for such classification [5].
Internal Promotion and Compensation Adjustment:* The conversation with my advisor
indicates that there is flexibility within Ford's system for promotions and compensation
adjustments. However, it appears this flexibility was not fully utilized in my case, leading
to a feeling of being undervalued.
During our conversation, my advisor highlighted the autonomy and authority of my
supervisor, to initiate promotions. He stated on August 8, 2023:
"[name of my people leader] can promo u at any time," suggesting a degree of flexibility and discretion within Ford's managerial structure for compensation adjustments. This
point was critical in understanding the potential avenues for addressing my
compensation concerns.
This was later verbally denied by my people leader on record.
Additionally, my advisor's remarks underscored the possibility of pursuing an in-band increase or advocating for a compensation adjustment outside the standard
guidelines, subject to approval by the promotion board. He mentioned, "he
[my people leader] doesn’t have to get approval ... he could fight for an increase outside
guidelines, that would go to promo board for approval." This comment indicated
the existence of mechanisms within Ford to address exceptional cases, which
could have been applied in my situation.
Reclassifying my role under the HTHD program and adjusting my compensation accordingly would not only recognize the market value of my skills but also the
strategic importance of my work. The conversation on August 9th, 2023, was pivotal in bringing these discrepancies to light, emphasizing the need for Ford to realign its compensation structure with the value provided by technically skilled employees like myself.
This was documented after I was sabotaged around new years, more than 6+ months before that, I was told by my People Leader that he can get me more money to stay in my first rotation instead of leaving Model e like I told them 6 months before those six months I had that conversation of staying for HTHD (higher comp)... as also documented here:
"My conversation with my advisor on this day centered around my curiosity for future rotations and how to navigate Ford's system to explore opportunities across different teams, particularly those with more incentive. My FCG Advisor clarified that rotations are automated and preferences could be submitted, but the final assignment is decided by an algorithm to ensure fairness.
I also raised concerns about compensation and the possibility of a lateral move to enhance my career trajectory. My advisor confirmed the existence of High Talent High Demand (HTHD) status, which I was considering due to a prior discussion with my people leader, who mentioned a potential pay bump and staying on the current team. This was contrasted with my desire for recognition and value at Ford, reflecting on past efforts to negotiate my worth during the hiring process that were met with a rigid stance from the recruitment team.
My advisor suggested that any promotion or compensation adjustment would need to be discussed directly with my people leader, who has the autonomy to initiate such changes at any time. He also advised on the importance of the mid-year assessment conversation with my people leader, where I could formally request a promotion or discuss further about HTHD status and its implications for my compensation.
This dialogue underscored the complexities of navigating career growth within Ford, balancing between seeking recognition for my contributions and understanding the procedural mechanisms in place for rotations and compensation adjustments."
"I voiced my frustration regarding the promotion to a position I believed should have been my starting point, showing the detrimental impact this has had on my career progression. Additionally, I brought up the contrast between my significant contributions and the compensation I received, particularly within the context of the High Tech High Demand (HTHD) program. This disparity was especially pronounced when considering the alignment of my skillset and responsibilities with my remuneration. I also explicitly noted that new Ford College Graduate (FCG) employees are starting at salaries approximately $15,000 higher for SG5 than what I was offered, further highlighting the incongruities in Ford's compensation structure."
The HRBP in Model e acknowledged the issues with my initial hiring level and salary:
HRBP committed to a follow-up within two weeks: "I promise I'm following up on this... I can commit to at least getting back to you within two weeks with at least a status check or hopefully a full response." She indicated a desire to involve the FCG program committee and recruiting for a holistic review, recognizing potential systemic issues affecting others in similar situations.
"My frustration was evident throughout the conversation, emphasizing the need for fair treatment and recognition: "If I do get promoted... the opportunity cost of me being promoted now versus back then is I would waste a year..." I pointed out the discrepancy between my contributions and the recognition I received, highlighting the delay's impact on my career.
Model e HRBP acknowledged my value and the advocacy from my leaders: "Your leaders clearly believe that you were delivering far beyond what would have been expected... So we're gonna figure it out."
Knowledge is power, these are some insights regarding HTHD.. perhaps you may see some "similarities". Good luck @OP
The U.S. High Tech High Demand (HTHD) Program was designed as a response to changes in Ford's business model and external competition. It aims to attract and retain professionals in specific technical positions by offering a differentiated compensation program. The program is governed by the U.S. Compensation Office HR Operations and Senior Leadership, ensuring alignment with external market data and internal strategic priorities.
To be classified as HTHD, a position must match an external benchmark job, command a higher compensation in the marketplace, and show evidence of a pay premium over a sustained period [1][2]. HTHD positions include a range of technical roles, notably in full stack software development, UI/UX design, and engineering - areas aligning with an individual's expertise [1]. HTHD employees are eligible for differentiated salary ranges, bonus targets, and stock awards [1][2].
The 2023 GSR HTHD Benefits Summary documents show significant differences between the salary grades for HTHD and non-HTHD positions. For instance, in 2023, the minimum annual salary for a Grade 5 HTHD position was $63,120, increasing significantly for higher grades [3]. In contrast, the 2022 compensation plan for non-HTHD positions started at a lower minimum for the same grade [4].
The Ford College Graduate Program details indicated two salary plans with differentiated ranges and bonus targets for HTHD positions, emphasizing the disparity between current compensation and what could have been offered under an HTHD classification. The market data used by Ford for HTHD designations, benchmarked against top tech companies, further underscored the potential undervaluation of roles for specific individuals in Model e.
References
Any unanswerable question can be answered with these simple questions. How close are you to your leadership and theirs? Do you get their B@S done or think for yourself? Do you follow what they say even if it does not make sense to you?
Any good company will treat you for your skills and experience. Unfortunately, Ford is not that place.
What do you think HTHD really means? It’s obvious you think there is different compensation, but in reality that isn’t the case. HTHD really means that Ford acknowledges that you are underpaid for the type of work you are doing. This was the big problem when it was introduced, they sent out notifications to all these people that their position had this new tag BUT they didn’t give any bump in salary to go with it. Our LL4 kept telling us this was coming but couldn’t explain what was taking so long u too finally he lost it in one of his town halls and told us the BS of the whole program. He said that it would be terrible since new hires to our roles would get higher pay but there was no money for existing employees,