Does anyone know if I was on an approved leave during the year and got a meets expectations, if I’ll get full bonus or do they pro-rate?
6 replies (most recent on top)
The right answer is yes, it will be lower. They won't tell you why exactly, but plan on it being lower, then you won't be as mad when it happens.
@am It wouldn’t bother me. It’s none of my or your business why someone is on leave or the amount of bonus they receive.
This is a “it depends” situation, and the only way for you to answer this question will be to ask your manager in mid-to-late February when they meet with you to advise of possible AIP and merit changes.
My assumption is there are other factors for your manager to consider when determining allocations. If the only factor considered is who took a leave vs who didn’t take a leave, then it’s possible your manager might see you as a lower performing meaningful contributor, due to the time away. If they use metrics to determine allocations, they may see that your output (while not on leave) exceeded that of your teammates who were present all year, and you get your full allocation. Or maybe you don’t perform at the same level as your peers (regardless of your leave of absence) and your manager chooses to reallocate some or all of your allocated funds to others. There’s too many unknown factors to say it will matter or it won’t matter, so it depends…..
Technically it's not supposed to have impact.
But, there's always been a discretionary component into management allocating AIP.
I don't know how long your leave was but be honest with yourself, would you feel good if you had a teammate who took say 3 months off for leave but then expected to get the exact same bonus as the rest of the teammates?
@a8 even if you were a meaningful, doesn’t look like you would get full AIP based on the guidance online
My understanding is there is no impact to AIP due to being on a leave during the year. However, as always, your bonus is determined by how the bank funds the bonus pool, and then how your manager (or Sr leadership) decides to allocate the funds they receive. Said another way, just because your target bonus is X% of your wage does not mean that your manager will award you an X% bonus. Your bonus may be adjusted up if you outperform your peers, or down if you didn’t meet expectations. HR guidance (available to people managers) online indicates some lower performing individuals shouldn’t get any bonus (or merit or LTI) so that the manager is better able to reward their top performers with the funds from the lower performers.