Make no mistake while we lost 2 PTO days overall, compensation losses can be bigger if you are experienced.
The bigger loss may be the fact that TSR is now a much narrower band 80-120%. Suppose middle of a salary band is 100,000. 80% is 80,000 and 120% is 120,000. If you are experienced employee you are probably making OVER 100,000 and now may be close to your max for your band (where as before the band would have been around 140,000). You are also probably close to your old max because you have not received a promotion in years. So your merit raises as a experienced employee is now smaller. Even worse, if you are making above your new max(120%), you won't get even a lump sum during merit raise time. Essentially your salary is frozen if you are at your new max. For a younger employee they are bumped up from 60% of their range to 80% minimum. So better for younger or new workers. Beyond cruel.
Even more, they get rid of IPI for some strange "connection" award that is subjective and no one knows how to award it. You have to get nominated by your manager. So if your manager is passive and does not nominate you, you don't get even nominated for the new connection award. Of-course even if you get nominated you still have to get approved by your GM and may be your VP. Who knows who has the budget, I bet it is at VP level. HR didn't even say how the mechanics of that award work. And if you don't work on a hot visible project, then you also don't get nominated because they said award is for achievements on a project. Usually IPI was done by collaboration once a year by managers and managers peers for about 30% of employee base. All employees were considered based on their yearly performance. I guarantee this new way no one knows how the connection award is given unless you are buddy buddy with your supervisor.
They are pretty much trying to get rid of people with 20 years of experience. People who built this company.