Curious to hear what people’s ratings and individual %’s were. Let’s get a feed going!
I can’t start, but will post soon. Have not had the conversation with my leader as of yet.
Curious, did anyone actually get over a 3? I haven’t heard of any.
8 replies (most recent on top)
@py There is the AIP at 112% then your multiplier. So, if your multiplier is 100, you get the full 112%, anything less, you get less than 112%, same if your multiplier is more, your get higher than 112%. So 112% x your multiplier.
Yes, 110% is better than 95%. And yes, if you were on my team you would understand why I stated it’s not worth it. I probably did twice the work of the people rated below me. I know every team is different. Point being a couple thousand dollars which is less than a normal annual raise would be isn’t worth the pain
@mj Seriously? A 4 at 110% is better than a 3 at 90-95%. It's a difference of a couple of thousand dollars more for the bonus. A 4 is what drops the rest of the team down to 95%. Your 110% is what lowered everyone else because of the team budget. It's a TEAM budget not a department budget. Be thankful your leader gave you that, because most leaders won't give extra to some to lower the rest.
@mj So they took 2% away? Full AIP is 112%
I was rated a 4
My individual multiple was 110%. No raise given. Not worth it. Being a 4 isn’t that great guys
You do realize that they are paying people for up to 1 year and giving them 100% AIP, the last round of ERP. So, the money has to come from somewhere.
AIP is 114% but no raises, lower 401k March and they are doing a bunch of layoffs with exits happening in March. It will be interesting to see the ratings next week
The current path from what I hear are that leaders are afraid to use the bell curve and will give everyone an equal flat 3. Thereby discouraging excellence or the desire to go above and beyond as the dead weight gets the same benefits. Quiet Quiting is definitely on the mind.