Thread regarding Cigna layoffs

Mine were absolutely hateful- 80% and 2.7

@bk my manager did not shared yet.

@bj If you are band 2 for 15 years, sorry to tell you, but your boss does NOT fight for you.

Band 4, Sr. Advisor in IT, Base 145k, Merit increase 2.75%, Bonus 101% of 15% target. Been w/Cigna for 16yrs

Managing multiple teams, not developing any longer but definitely confirm trend to HIH would honestly be worried if a developer unless a top person developing new innovative solutions. No one is really safe any longer, all the new positions like mine are listed in HIH but as you all know...not the same

@m5 meant that I dropped from H to L to avoid layoff.

2024: 3.25% (HB3)
2025: 3.30% (HB3 [Mostly])
2026: 2.00% (LB3 - Dropped a band to avoid layoff in 12/24)

My reviews were stellar this last year and I solved a major compliance problem and I get rewarded with less of an increase and not even a full bonus.. I hope they lay me off at this point...

B4L 2.85% W/ 105% Bonus

B4, 4% Merit. 120% Bonus

4% Merit increase and 107% bonus. Band 3.

@ff Managers are given a merit and a bonus fund that they use to allocate increases across their team. Let’s say the merit pool is 2.75% and the bonus pool is 92% of target. On a two person team, in order to give someone on your team a 3% merit increase and a 100% bonus, the other person would get a 2.5% merit and a 84% bonus (approximately).

Band 2-3% merit increase and 100% bonus. Not was I was hoping for but at least I got something.

@f6 Different areas have different amounts of funding in their buckets for merit and bonus payouts. Different things can impact the percentages given, for example, you might not have been in your current position long enough. They used to call this "too new to rate." Ask your manager to see where you are when it comes to percentage vs. market value. Maybe you're at the high end of range. Hang in there. I'm sure you'll be in a better position next year.

@f6 a lot of factors go into it. Are you there less than a year? You may have been brought in at a higher salary than those in the role a while so your manager may have given a lower initial increase. Your time in the role could affect your bonus. You may be doing all the right things but others on the team may have had higher contributions. To give someone 125% of bonus, someone else gets less. It’s unfortunate but it’s what happens. You should as your manager what you should do differently to get a higher bonus next year especially if you are doing a good job. Hope your manager is being honest with you.

@f6 “The Company” does not get that granular. There is manager discretion applied initially and then possibly adjusted a couple levels up. Wage balancing also impacts.

High band 4. Comp review currently scheduled for the 13th so hopefully I can access end of day the 12th.

If you’re a manager, how are the percentages calculated?

Does anyone know if these percentages are affected by team size? I feel sick about mine. 1.5% merit and only 75% of bonus target. Band 2. I'm relatively new to this team so I was concerned this could happen. Yet, the feedback I got during the compensation review was glowing. Even as a new person, my metrics are better than a majority of the team. My quality review percentage is damn near 100%. I've been asked to help others that have been here longer than me. My supervisor said I was given the most the company would allow, but this thread suggests otherwise. I guess I should be grateful I still have a job and that we actually got a bonus this year, but I don't understand why mine is so low. It feels like a punch the gut.

@ek no communication from anyone regarding bonus payout for someone who was laid off. Ridiculous process all around, very isolating. Cigna S U C K S as a company

Developer with 8+ YOE. $96K base, 3% merit increase, <4% bonus, and 0 job security. Not happy.

Sales- 4% raise. 125% bonus

High Band 4, 100% bonus 3.5% hike

@ek obviously, there is no merit increase, but my bonus was 110% of target.

Question to anyone who lost their
Job with a future term date and no current access…any idea how the comp bonus statement is being delivered/communicated?

@ef, you cannot see your statement yet, only managers have access to the statements, and managers can only see their direct reports, not even their own. They will schedule a meeting and provide it to you between now and March 12.

If you are a manager of people, you should have received an email with instructions on how to run the reports to download them for your people.

where can we see this?

Managers have until the end of the day on March 12 to hold comp conversations, the statements were just released yesterday, the 3rd. They will schedule a meeting with you between now and then.

Band 3…. Nothing yet…

5% merit ,99% bonus Band 4

Band 2 - 5.5% raise and 199% if my bonus. Both were a smidge lower than last year but I can't complain

@c4 I wipe my own a-s…

@bw your leader loves u

High Band 3, 4.25 % merit and 126% bonus.

My Director and many on my team were let go... er... had their jobs eliminated (me looking around to be sure HR didn't see me type that). So far I've heard N O T H I N G from my new Director or new Manager about a comp/bonus discussion.

Wow! I’m band 2. I’ve been with the company for 15 years and grateful to have a boss who fights for us. We typically get 3% raise 2k bonus. We haven’t had our comp discussion yet but hopefully it’s not less than anything in the past.

@b2 Yes. They can't take your bonus away once it's paid.

@b5 8% of your bonus target??? That can't be right. I've never heard of anyone getting 8% of their bonus target. They would just not pay you a bonus at that point.

Band 3. 101k base salary, 4.5% bonus, 4% merit increase.

Band 2 here - no merit increase / bonus notification yet for me. For those of us who are still being paid thru April are we still getting any sort of hourly wage increase or just bonus?

Base 84k in management, 8% bonus, 2.75% merit, 8% bonus. I believe I am underpaid >:|

Is it safe to resign once the bonus hits the account? Was waiting for bonus.