Is this percentage often adjusted to hit a certain dollar amount based on where you are in salary range or is it strictly tied to rating (met etc)?
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@mb
And then there are those of us who got completely false and fabricated ratings, and we got zero. Ask me how I know.
There is an across the board target.. Usually 80-90%.
And then there are additional bonus dollars for top achievers, FnFs, and other high achievers. This additional bonus dollars get used up fast, so what happens is in order for the TA to get 130-135%, money is taken from low achievers. It's further some to reward the FnFs and high achievers.
So basically it's as popularity contest. If your boss and his boss like you, then you'll get the 80-90%. If he really likes you you'll get 100-135% depending on ranking. If he doesn't you'll end up with 50-75% based on how he rated you.
It's a shell game. The real winners are the do nothing FnFs. Who get 90-110% just because.
@b4 You're overthinking it. There are IBIs you can get or you move up to the next salary rank. By the time you are topping out your salary band, if you aren't leveraging your knowledge to gain mastery over your subject matter and gaining a promotion, then you're worth every penny they are paying you.
@az So it gets worse when you think about that if you work hard, and get larger pay raises, eventually you start getting a lower raise than the person in your same salary band who makes less because they historically has been a lower performer. We had HR come do a lunch and learn many many years ago and this question was posed to them. They said yes it was. The question was then asked back to as to what then was the point of going above and beyond when you know your pay raises will be smaller no matter what you do. Their only answer was, "well, we hope people won't look at it that way". The response then was, well how else would you look at it? Fast forward to layoff reviews, ki-ling yourself to get initial higher pay then puts you at risk to being a headcount cost reduction. You just can't beat Ford's stupidity.
@ae Yeah, that's how it works. As you work your way up a salary band, your raises get smaller. The goal is to keep people near the median of the salary band. This is not new information. It's been this way for decades.
OK. So riddle me this… If a lower salary employee and a higher salary employee of the same salary grade got the exact same rating probably the higher salary employee would get a lower percentage?
Yes