Who said we’re not leaving? This shithole company has drained me this past year and I have only been here for 2+ years! As a nurse I took a pay cut from my hospital pay in exchange of WFH status plus a great manager but with my new health issues from the stress plus the abysmal pay, I am def going back to the hospital. I’ve just been so damn tired and working late in the night that I haven’t had the time to dip my toes back in the water but best believe nurses are better off somewhere else! Nurses empower yourselves! There’s travel options too so heck not going to be trapped in this hellhole!
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I manage 27’s. Half of which I gave 4’s but even in the group, I had to rank them from top performer to lowest. Gut wrenching but that’s what our leaders make us do. Basically, award the top performers that I want to retain and would be sc--wed without. Merits are down from last year at only 1-2.5% and RRPs are 1-3k year. Since there are huge ranges in salaries, people want to know. My team is made of 75-90k of grade 27’s. RRPs this cycle ranges from 1k for a 3 to 4500 for my top 4.
To the one asking what grade a VP of Ops would be, GL32 more than likely.
To the person asking what RRP eligibility is by grade % of your salary this is the general rule… GL27 = 7.5% (I think, it’s been a few years since I’ve had 27’s reporting to me), GL28 = 10%, GL29 = 15%, GL 30 = 20%, 31 = 25%, etc… There are equity stock awards too that senior leaders can award but I’ve never seen one as a serial top performer but guess not good enough, supposedly those are cut pretty bad too this time around.
Issue is that at 50% or whatever funding, this time around you’re hoping that you get maybe 85-105% of that 50% as a 4-5 rated performer this time around. There were years where as a 5 I’d get nearly 200% of the RRP bonus funding for my level even when merit raises were like 2-3%. 4’s were nearly guaranteed to get full funding of the funding back about 4-5 years ago. It’s been going down steadily.
This is not true
"Legacy Change Healthcare employees aren't even eligible for RRP. Do we not work for the same company now? Not even a pro-rated %. Nothing."
Legacy Change Healthcare employees aren't even eligible for RRP. Do we not work for the same company now? Not even a pro-rated %. Nothing.
What grade level is a VP of Operations?
To the poster that does not understand the correlation between a drastic reduction in bonuses and merits and layoffs or a reduction in work force ; you should go back to business school basics. The reduction in RRPs is a good barometer of fiscal health and future FTE budgets which results in reasons that support layoffs.
Optum is aware of the extensive queue of individuals seeking employment. They can easily replace you, as numerous others, eager for jobs, are ready to step in promptly.
At least you all still have a job. Posting about a bouns on a layoff site. The people that were let go last year are still trying to find a job to put food on their table and pay their bills. What a fu--ing joke.
To the most re ent poster you got it 100 percent right! The chicken sh#t leaders won’t come out behind the OZ curtain to let the team know they are the ones sc--wing them!
I have direct reports of 27s. Even in that are huge pay disparities. A 10 year veteran makes 75k a year versus a new external hire that started at 90k but the sad part is they have no idea. Merits are low this year, range of 1-2k a year. RRPs also less this year ranging from 1k for 3’s to 4500 for 4’s. Managers are told that most of the staff are 3’s. Managers pretty much have to bargain with their superiors to award their top performers. Executives and senior leaders need to talk directly to our teams but they refuse. They know we are the ones that have to communicate to the teams.
That sums it up perfectly.
They do not value their employees, afterall, over 100,000 people applied to work for this place.
Stats on the review/merit process.
Those in grade/category 30 and above No merit increases
Bonus - one time payment (RRP) approx 56% down from last year's 90% - - pitiful for a year of record profits. Not sure about you but it's pathetic. Company is citing that due to increase healthcare costs, they are not awarding merit increases and have reduced the bonus. Without workers, you have no company and make no money. Unsure of the strategy but they know people won't leave so they can just move forward with the status quo and they do it because THEY CAN. Not much we can do to change it. Don't like it, they don't care if you leave, that is likely what they want anyway.
What a toxic environment - - only pay the top tiers and the rest of us don't matter.
As the CEO and his buddies are raking it on as we do all the work. It's just sickening.
Confirmed 29 and below are funded at 57% for RRP. 30 and above are funded at 95% of RRP
A lot of people quiet quit a couple of years ago. They won’t leave after getting no bonus and no raise. It’s the folks who have been up at all hours in deployments, collaborating with other teams and meeting their deadlines that will walk. Great way to manage a so-called tech company. Senior management has slowly deteriorated in my decade with the company because they think we are a commodity. Deep institutional knowledge will leave and what’s left is chaos and poorly trained engineers. I’m selling my esop for sure.
Just stop working, I did, nobody cares.
Forced to give undeserved 2s. My 29’s got nearly nothing. 28’s and below abysmal. yellow flag below min for merit/rrp across the board. No adjustments or merit to bring below minimum salaries at or above. RRP was slashed over 50% compared to last year and I have 5 more ppl. Its sick. Ive started applying externally. I cannot do it anymore.
Most employees tend to voice complaints briefly but ultimately continue with the status quo, fearing change or challenging the new norm. They endure the situation until they either depart voluntarily or are let go, with any resulting casualties seen by Optum as minor collateral damage.
I was part of a small company Optum purchased. Can someone explain what % of salary the RRP funding is? I heard in a meeting that anyone under a Grade 30 will get a small merit. Record profits and we are broke? I’m surprised Optum doesn’t do more to retain good talent.
Merit funding is so low that I have yellow flags for "merit below recommended range" for map=5 person. Not enough money unless I go zero or negative for my 3s and 4s. Would be laughable if not so sad.
Can confirm from my team that 29s and below got merit increases funded so low that after inflation they're worse off. 30s and above got nada. Bonus pool is also sh---y - 55 percent is what we were told.
I was able to give my 28’s and 29’s some abysmal merit. Just 30’s and above get no merit but can get RRP. So I’m SOL.
RRP budget was funded at something like 56-58% based on my group. Last year they were funded around 90%.
My team is going to be upset but I’ll just tell them they could be like me and get nothing.
It will be bismal at best thos next review period. This was announced in the last UHC Town Hall and Earnings Call.
Also - heads up:
Gearing up for yet another round of layoffs in Q1 2024. Sr Mgt confirmed 1/17/24; a Manager I was to be offered a role with had to pull a requisition back due to layoff advisement at senior levels of their area. This is to be company wide. Layoffs every quarter consistently it feels like. UHC / Optum has been able to skirt the WARN act law, because it's state based not company based. So the mass layoffs of 22-25% of the company have to be by state to be out of compliance. Because they're not by state, UHC gets away with it. (That is directly from Department of Labor.)
Basically you got robbed, and there is nothing you can do about it but vent to strangers on this site. Misery loves company.
Everybody needs to match compensation with work effort. You get 50% RRP so do half the work this year. After all, performance does not matter as they are clearly showing this year. Overwork yourself, company has record profits and you get kicked in the teeth. Now you know the truth - do as little as possible.
3s are getting 0-2% with most being 1% or nothing at all. They said steady performers should get 0% if you need to retain the 4s and 5s.
4s are getting 1-3%.
5s are getting 2-4%.
It varies depending on org.
Raises for promotions are 5-7% with maybe one in ten getting a promotion depending on the org.
RRP is at least 50% less than last year.
It’s sad this year. A lot of people will be disappointed. I am disappointed.
Funded at 54% out of 100%. 29s and above will not be getting raises. Ugh
It’s depressingly low if existent at all- I am sad to see our team work around the clock only to get no thanks for something most people wait all year for to pay their bills. SAD JUST SAD!
1-2% maybe.
Merit and RRP funding was drastically reduced this year. Don't expect much. I'm buying into the theory they're incentivizing us to leave. Work your butt off, here's your 1%.