Any insights what our AIP / Merit raise for associates going to be like ? Leaders are supposed to know by end of next week ?
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3 people max? How big your team?
Is this even Legal!?
My manager said that he WANTED to give me Exceeds Expectations but could not because they were only allowed to give it to three people max on our team. So while I DID exceed I was given MEETs. It even says it in my review that he wanted to but could not. So my review now gives me just a Meets. How is this legal?
35% for my team. Morale will plummet
@r0+1jj22taq5 EXACTLY!!!! It makes me want to slow down my work pace. They are willing to cut people in this country, replace them with overseas workers while chronically refusing to adequately invest in IT infrastructure (gigantic part of the problem with the company) --- for DECADES --- now they punish the workers for this sh-t instead of taking responsibility at the top levels??? WTF ever. I'm so over it. This is and always has been a leadership problem. It's their fault for cutting funding on projects before they're truly completed - leaving hodge-podged systems/processes in place, routinely RIF'ing experience SMEs and then WHINING that it's the lower level employees' fault that the company can't be successful on the basics. Instead of getting better under GB, it's gotten WORSE. Much worse. She takes her giant cut, mean-mugs us on her pretentious town hall meetings, then gives us the shaft. SMH. It disgusts me. Current morale forecast: -1000 out of 10.
Some of you were getting $10,000 bonuses last year are you kidding me?!!!
It is the lowest amount I have seen for one of the hardest years we have worked. Continue to RIF the people that have knowledge and replace with those that do not. Morale is at an all time low and this drives home how little the employees here mean to the company.
I am sure Gail will still get her millions. Embarrassing.
So EVPs taking only 1 M stock+ Cash bonus instead of the usual 3 M , I feel for them . At the other end of the spectrum I generally get around 10-12 K in cash bonus, very content with 3-4 K this time. Time to quit :)
@q8+1jj22taq5: hiring a chief growth officer would indicate they know it’s B, but will gaslight and execute on C.
Horrible! it'll vary depending on your department, but it's looking like between 35-50% of your AIP for a bonus. (last year was 100%).
Raises are "standard".
40% checking in. As others have said, small additional bonus pool available on top of the 40% for high performers.
Can anyone share what the AIP calculated scorecard result for the Medicare line of benefits is?
35% with small additional pool for my teams !!! Something is better than nothing
Thank you to those sharing these numbers.
55% baseline AIP for my LOB. Small additional bonus pool on top of that. Some associates will get more than the 55% but not much more.
Preview of the earnings call:
The company's bottom line totaled $418 million, or $1.81 per share. This compares with $856 million, or $3.63 per share, last year.
The company's revenue for the period rose 6.0% to $44.989 billion from $42.454 billion last year.
So, in short, we took in more money, and managed to lower our profit. That’s due to one or more of a) we paid out too much, b) we’re incompetent, or c) we’re over staffed. My bet is B, but the SLT will go with C. If we’re a prognosticator, I’d predict some hearty RIF’s in our future.
Same for my team. I was only given enough to provide a 1% raise. AIP additional funds pool was extremely limited; enough to add around $1500 on top of the AIP.
Got it earlier this morning. 0% merit increase for my team and next to nothing to distribute for bonuses.
Merit and AIP calibrations are available for front line leaders. For our LOB, the AIP is 35%. I am hearing similar amounts from other front line leaders across the Enterprise.
Listen to the earnings call - you will get some hints based on what they say about Q4.
$36K bonus??? I wish I lived in those “good ol’ days.” I may have seen that in 4 years of bonuses.
Hope you all do well. I remember the good ole days of $36k bonuses :)
It’s going to vary across LOB’s but people leaders will see on 1/23 if the AIP for their area was fully funded and if it will be below 100%, at 100% or above 100%. The AIP allocation then varies widely by associate. It can be at 90% but still have associates who get 150% of their AIP.