Just now completing supervisor training related to salary treatments. HR gave the following general ranges applicable to our group depending on many different factors:
O - 12-18%
E - 10-15%
VG - 5-12%
G - 2-3%
NI/NSI - Not eligible
Obviously, a lot of unhappiness to go around these past few years so everyone is hoping these numbers will stop the attrition.
some numbers are accurate
This as----e was so wrong. the actual raises being reported are sh-t
They are giving CL bumps to top quintile plus RSU to help with retention. of top performers. They are giving very low raises to poor performers (bottom quintile) to encourage attrition among low performers that they believe can be replaced with new or experienced hires. Remember many people in the second from bottom quintile in 2020 are in bottom quintile in 2021 because the low performers have PIP'd, retired or were laid off. The average pay raise might only be 3 to 4 % and top performers getting high percentages because low performers are getting much less. Plus many older people retiring and that reduces the average age and salary, giving headroom for bigger percentage raises for younger and lower CL people.
Staying back after being NSI must suck real bad...
@ @1egu+1dSjOItF
PRC are the employees from China. Not sure about NSI but heard across the board so assuming all ranking groups.
Ready to quit if I see a raise that’s below 10 percent.
The company should realize that the employees have other options and should not be taken for granted
I think HR really have to sell lip services for 2022 salary communication...otherwise they know people will leave if the communication is not up to people expectation...am waiting for people response whether they are happy with what they get once it is communicated to them...
NSI receive zero raise. Range for others is 1 to 15%. Also realize the percentages HR shared are to the budget which considers not just salary but all the costs. Look at your total renumeration number not just your salary and multiply that by 1 to 15% to get the range of what you could see as a raise.
Three times as many promotions this year compared to a normal year per HR.
Upstream raises will be higher than downstream per HR.
HR is no longer sharing the equations with supervisors. We just go into a system called beqom by typing goto/beqom and it tells us if you have a raise or not. Promotions are based on multiple years of performance and trends over multiple years. A single year of excellent isn’t material. Trend as well as your YEE is considered.
CL 25 with 6 YEE have been at 25 for a few years. Moved from VG to E this year. I’m interested in knowing how long I should expect to wait until a CL bump to 26. I have asked and gotten vague answers from mgmt.
Rankings were a mess this year. Bunch of hot shots went to tech companies and shuffled everything. Might as well throw a dart at a board to guess raise number
I'm a Supervisor and CL bump in 1Q22..
Yet I'm only a VG.
This is why we're not as profitable, we got incompetent people that don't even know how to read. It's a 3.6% raise to the budget id*ots, not the average salary increase.
Two very different things. We are doomed if these are the engineers running the company.
I heard 3.6% is for downstream，upstream is much higher
my raise hasn’t been communicated yet, but have been told i’m getting a CL boost. have heard from multiple sources across different business lines that promotions are very plentiful this year.
Corporate average of 3.6% for merit and 1.5% for promotions is correct. Post ID: @1scy+1dSjOItF
Upstream increases will be higher than downstream increases.
Three times as many promotions as historical norm.
Individual results will vary.
The average increase is rumored to be 3.6%. The numbers in the original post are way too high.
Those are not for US and Europe, I guess
These are a little higher than what I’m hearing for my group, but they generally seem to check out with what I’ve heard. It’s going to make for a happy new year for a lot of people!
Thank goodness because we could all use some good news!
Those numbers are way high, prepare for disappointment
Very few people in my group moved down in the rankings since many of our best performers left for tech companies.
Framing raises as these sorts of ranges doesn't make sense given how the system works. Raise percentage is based on where you currently are compared to a "reference number" calculated based on your YEE/CL/ranking. If you were previously "Outstanding" and are now "Excellent," I doubt you'll be getting 10%. Similarly, if you were previously NI and are now Excellent at a higher CL, then your raise will likely be quite big (though there is also the overall cap to take into account)
Hmm… I completed supervisor training for the US yesterday and there wasn’t nearly that level of detail in the info. Reader beware…
What group is PRC? And across the board you mean including NSI folks?
Was told "2% to 3%". Catalysts and Licensing
PRC employees are all getting 12% across the board.
@1rfv+1dSjOItF
Haha … but ALL the rats are running inside their own spinning cages.
The O and E rats have got huge chunks of cheese dangled in front of them, to make them run faster.
Driven by ambition and greed.
The NI and NSI rats have got electrodes placed near their derrières, so they get an electric shock, should they slow down.
Driven by fear and worry.
But take one step back, to view the bigger picture … the terra firma (EM) onto which all the spinning cages are affixed to, remains stationary.
It’s getting nowhere. No directional vector!
Those numbers mentioned definitely not for Europe...since the inflation is not as high as other region...
Too good to be true...the company is still under cost pressure...maybe they pay more in advanced so that after that you get zero increase in the next 3 years...remember how they always sell the concept about long term career ? :p
O, E, VG, G, NI/NSI - it's called forced ranking, or, rat race. Taking the average, no rat is winning.
According to the Fed, "Core" CPI is 6%. Do the math.
Outstanding w/ a CL bump only getting 23% is pretty cr-p.
So if rhese are correct for US. So outstanding with CL bump expect 23%?
@1byb+1dSjOItF 25% for brownnosers.
I heard there's an additional 5%for those with promotions
I’m laughing at how bad people will feel when they don’t get raises this size
So the majority will get 2% to 12% after no salary treatment since early 2019
Again, totally clueless leadership!!!
Excited for the big raises, but I do feel a little bad for the people at the bottom. Some excellent NSI/NI/G who will get little to no raise, even after sticking it out through the pandemic. That’s 40% of the company treated like cr-p by the company though it now has money coming out of its ears.
I’ll feel a little bad while speeding away from campus in the Lambo I plan to buy with my raise!