Way to sh-t on us workers by our great leadership....
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Nope @4iio+1fbOAja was always in the 10% doing work. Left because was sick and tired of being weighed down by all the blow hards and coasters at Ford.
Got a 30k bump when I left, and a 15% merit increase in Jan on top of that. Great work environment, where everyone contributes.
It has been most interesting to learn that many of my ex-coworkers at Ford, were released due to lack of job performance from my current employer, Ford hired them and is still paying them to be incompetent loafers.
The ironic thing is that you know @4igo+1fbOAjad is in his 50% cohort himself.
The fact that so many marginally effective employees feel entitled to a bonus is just incredible. Let’s be honest here, on average Ford salaried employee is effective maybe 30% of the work week.
If Kumar would stand up and say listen we only are giving 54% because quite frankly we have no clue how to reward the good employees and fire the non-workers, you could respect him. They have yet to admit what epic CF their past resource adjustments have been, so they are doomed to repeat bad decisions.
I have worked in many IT areas at Ford. Ford Credit IT, Ford IT, IT infrastructure both Mainframe and Open systems. In each and every organization there were 50% who were non-contributors, 25% marginal contributors-these were only able to follow checklists to do their jobs, anything not on the checklist was unsolvable, 15% who were capable but would only do work if there was a spotlight on them and the supervisor was on them constantly. Then there were the 10% who actually were capable and did the bulk of the work. Sometimes in that 10% there was someone of extraordinary talent (usually they had acquired the talent prior to arriving at Ford), but usually that 10% was “Ford-good” but industry-subpar.
I have worked with enough other Ford groups to know that the groups I worked in were not anomalies.
What is humorous is that Ford leadership thinks they will get out of this problem by off shoring the work, and then wait for it…………… they assign the incompetent people to train the off shore workers, because the 10% who are actually competent are too busy to do training…….. and then wonder why things don’t go well…….. you can’t make this stuff up
Way to get 135%:
I think all the GSR/LL6 should show extremely low morale at work, talk ill about Ford at Thanksgiving dinners, Christmas dinners, on glassdoor.com or this forum. And yes, be completely disengaged with the company. Then 135% bonus will surely be on its way!
Fu-k this company. Never had a competent manager in the time I was there. They should be compensated at the same rate as GSRs.
Perhaps a few people here have missed the memo that the company wants to move the average white collar jobs out of the US and over to India & Mexico, as well as clear out traditional auto engineering jobs that don't directly translate to BEV. In short the message is that GSR in the US aren't wanted. In a few years I expect that the anyone here below LL3 will be targeted as well.
so whats the nominal for gsr8 assuming you get 100% for company. for example, in GM the nominal bonus is 13% of salary for 7 level ( i think equivalent for gsr8) , of course with 200%, employed will get effectively 26% of salary bonus, more than 3 months of salary as bonus
The AICP debacle with the 54% vs 135% is embarrassing. How did the Board allow this discrepancy? This creates divide and decimates culture. If you don’t feel sleazy as a LL5+ then you are out of touch. GSR/LL6 enable that success…this is spitting in their face. I don’t care about the significantly higher targets by grade or the fact that LL5+ get stock options, but LL5+ AICP % should not exceed 100% when GSR/LL6 is in the toilet. If the company wants to continue with this NA vs Global AICP nonsense, at a minimum they should have a clause that if a group exceeds 100% then the excess funds will be allocated to the other group. I am looking forward to the Ford+ meeting to see if they address the AICP debacle, or if they decide to hide behind it. It will tell me everything I need to know about the leadership going forward.
2018 was 100% and then 2016 was above 100%
Anyone know the last time GSR / LL6 got 100% of target?
How do you figure that? There is no back and fill in a stock that doubled+ in a few months. It's part of the EV frenzy that is starting to unravel. GM downgraded today for this reason- sum of the parts doesn't justify more lofty valuations. The gap in it all is company sales and margins projections don't match those of Wall Street. Sorry.
200% at GM. what a joke.
54% - ouch. That means the Ford UAW is getting almost double of an average GSR Drone? Better than nothing??
I'm sure the upper leves are getting AICP that doubles their salaries.
Given that stock price, better than deserved.
Gap at $16 still needs to be filled.
I can tell you with 100% certainty that my LL5 doesn’t deserve 20%, let alone 135%.
The LL5 and LL6 for my group and both so far removed from the inter workings of one of the most difficult PMT 5 engineering groups to be in.
This just might be the push that a lot of people needed to leave those “awesome” LL5 and LL6’s to pick up the pieces.
They set attainable global targets, that's how. Global was above plan all year. Plus, giving only 54% to the GSR/LL6s funds the extra 35% to the LL5+. So much for One Ford, eh?
I don’t believe Ll5 got 135+. Their target is based on global performance. NA is the only region to make money. So how could they get 135+?
Aaaannnnddd they're just keep ki----g morale. Fu¢k Ford, honestly, I'm already looking elsewhere.
And worse of the worse is that GM got 200%!
Even worse, LL5+ are getting 135% of their targets.
LL5+ 135%
Also heard that LL5+ was over 100%…BS
Yeah that sage advice is true. But when the company still makes 18 billion dollars, and UAW profit sharing is doubled, getting an extra 4% over last year is a kick to the nuts.
I don't think you've been around very long yet if you're feeling severely ripped off by an AICP factor of 54%. Last year it wouldn't have even been 50% except for management knowing what would happen if we didn't get paid any. From what info I've been able to collect it seems that the simple long term average is no more than 75%. Some years are really good, and others like the last two are real miseries.
I don't know about you @tvz, but when I started working I was given sage advice by many people to not count on bonuses when calculating my finances. Especially when any factors for calculating them is out of my own control. Sure, they are nice when you get them, but it's supposed to be icing on the cake.
From a strict fair numbers POV, for a GSR8 at the mid-point this is less than a 3.5% reduction for the year if it paid at 100%.
Time to give only 54% effort.
Head count reductions. Vax mandates. Hiring freeze. Now a kick to the face in AICP.
They will be scrambling by May to backfill the mass exodus....................
Pi---d off