Hi all, I know the time range has opened for reviews. If anyone would be willing to share their percentage of RRP they received, I would appreciate it. Not wanting to know the actual amount you received, but I want to have an idea of the percentages being given out. If you don’t want to share the percentage thats ok.
108 replies (most recent on top)
1% Merit
1% RRP
We were told it was to save jobs and keep people from being laid off due to the changes in Medicare reimbursement rates.
No reason other than the poor funding levels. And company doesn't even pass down talking points for the funding levels. Managers just have to say "sorry, it su-ks" or make something up on their own.
@7zyx+1r5hulQS Same thing happened to me! What was your managers reasoning to you!??? Are you in Optum tech side?
Grade 31
Map 4
Merit 0%
RRP: 26K less than last year
Rating 3 (after 9 years of 4&5)
Merit 0%
RRP 37% of target
I’m looking for a new job now.
Don't forget bonus is taxed higher than your federal tax bracket!
Bonuses were funded at 58% company-wide. So if your grade level is a 10% bonus, you got 58% of 10% of your salary. Let’s say you make $150k. 10% is 15k. Then 58% of that is $8,700.
NOW, your manager can also adjust it up or down. It’s possible for your manager to fund you at 85% or 105%, for example. So you might get 105% of your 10%. But 58% of that number because of the company wide reduction.
Grade 26
Merit 2
Score 4
RRP not sure% $740
GL 27
Rating 3
Merit 1%
RRP $4k
Grade: 27
Rated: 3
Merit: 0
RRP: 65%
Grade 28
Rating 4
Merit 2.8%
RRP 105%
G 26, promoted to a 27
Rating: 5
Merit: 2.5%
RRP: 248%
RRP is lower so massive amounts of stocks can be provided to the higher ups.
G27
Rating: 4
Merit: 2.5%
RRP: 95%
I got a similar RRP last year but noticed a staggering difference in the dollar amount. Available funds for RRP awards are much smaller than previous years.
GL 26
Rating: 4
Merit: 1%
RRP: 130%
Promoted to GL 27
Grade 26
Perf rate: 4
merit 3.5%
RPP???idk
I have one question for you....
Did you have a chance of getting a bonus prior to the merger?
I am agreeing that there is inequity. Perhaps that provides you with an opportunity.
TALK TO PEOPLE WHO MANAGE YOU. ADVOCATE FOR YOURSELF. TAKE ADVANTAGE OF THIS SITUATION.
I hope this all works the way you want it to. Happiness is the most important thing.
@6zak+1r5hulQS How is it a “great opportunity” when the policy states our level gets bonuses but we don’t??? I have seen the pay scale on Sparq. I do not believe CHC staff make more than Optum. I know I don’t based on the scale nor do I get a bonus.
Ex-CHC staff are definitely getting the short end of the stick. Personally, I think it was planned that way so we quit at all levels.
@6jex+1r5hulQS, You are correct, but what a GREAT OPPORTUNITY!!!! Previous to the merger you had ZERO HOPE of getting a bonus...now maybe, you have something to hold onto, but keep in mind CHC employees are being told that they Make MORE BASE SALARY than Optum employees...be careful what you fight for. A higher base salary is always BETTER. It is guaranteed income. Trust me, bonus are NOT GUARANTEED. I took a very high stress position when I accepted my promotion and I wouldn't have taken it without a substantial raise and bonus. At the end of the day, ask yourself? Do I like my work? Is this good enough? Do I feel fulfilled? If the answer is no, start looking elsewhere. CHC/Optum really messed all this up, but if you were "ok" with your job/salary previous to the merger, is it worth hurting your mental sanity now. Fight for what you desire...if you can't get it, try to make your current situation work in other ways...do you have flexibility or other good work culture? If you are unhappy across the board, make a life change. I am so sorry Optum messed this up. I know you are not the only upset employee, but I know for a fact, there was ZERO plan to give CHC legacy employees a bonus who didn't already have none prior to the merger....maybe now there is a chance. Advocate for yourself. I hope it works out.
I agree with the last poster. A large amount of CHC staff are getting sc--wed. Our executives talk about bonuses during town halls like we all get them and that is not the case. It adds salt to the wounds and causes a major divide in our teams when some get a bonus and others don’t.
CHC staff were not able to negotiate during the merger. Was told everything would transfer over as is in our transition letters. Had ZERO prior visibility into Optum’s policies to know RRP existed at many of the levels. Now some of our peers get bonuses while we don’t even though Optum policy shows RRP at our levels.
LOL. Who got a 20k bonus. I wish! To get a 20k bonus, your negotiated bonus would need to to roughly 40k. Which would make your salary roughly 200k (20 percent bonus). I highly doubt many employees making that and of money would bother writing in this site....they are the ones making the decisions. LOL
It's funny how people are here complaining about how they only got 20k bonuses this year. I remember the days when bonuses shelled out to gl 22s were less than $400 with 10 cent merit raises.
GL: 27
Merit: 1.48%
RRP: 85%
@5gac+1r5hulQS if no bonus was negotiated, I don't know what to say. In our department, you carry your bonus with you. I am also legacy CHC. People in my department without CHC a bonus do NOT get an Optum bonus. Period. System is grossly flawed and is causing major upset. I wish this was all thought out prior to the merger.
@5rcg+1r5hulQS was acquired by optum and didn’t negotiate a bonus
@5gac+1r5hulQS I don't understand it that way.
What percentage bonus were you hired at?
If you make 50k and your bonus was negotiated to be 5% (per your offer letter) the max is $2,500 (unless Optum does exceptionally well and chooses to award employees OVER their negotiated bonus).
It's my understanding that our bonus pool was cut roughly in half. So, instead of $2500, your bonus is now $1250. If your work is deemed OVERLY strong, meaning you get over 100% RRP you may get a few more bucks but it will NEVER equal $2500.
I see alot of people posting % for rrps instead of numbers. I’m a grade 25 and the sparq page says 0%-10% of salary with actual rewards are typically 0% to 5%? Does that mean if I make 50,000 and get a 5% bonus would that make my rrp 50%?
The person who got a 27k bonus is roughly making 270k a year, assuming the RRP is 50% and the person got 100 percent of that and their bonus is 20%....correct me if I wrong. I am new to all of this.
InterQual merged in April 2023. Managers (30 and Up) did NOT get merit but DID GET A BONUS, but the bonus was roughly 50% less than the expected bonus percentage. Does anyone know the exact percentage less of the RRP bucket? Is that uniform across different departments???
For the GL30 in the last post, can you provide more details? The math doesn’t seem to compute if you received 128% of 20% of your pay and it was $27k. That indicates you make just over $100k a year?
GL30
Rated 3
Merit: none
RRP: 128% (27,000)
Post ID: @5ogn+1r5hulQS someone posted a question labeled CHC employees with this question in there and has a few responses. Leadership is being tight lipped about it. Seems pretty sh---y to me what the dud you guys.
Post ID: @5efs+1r5hulQS What was told to leadership with CHC employees migrated April 2023 is that RRP was based on if the product line merged to Optum. So if your divison was still operating as a CHC product then you were not eligible. It’s a CR-PPY loophole. But leaders of products that did not merge still get their bonus. I’m looking for a new career… that was a slap in the face. I’m done.
Anyone know why CHC migrated employees were not eligible for RRP this year? We were migrated well before the 9/30 date in their RRP faq.
GL24 -ECS
Rated 4
Merit: 2.5% ($0.45)
RRP: 128% ($600)
Does Optum's bonus bucket ever exceed 100%? Meaning you bonus may be 10% but due to the bucket increase, you get 15%???
Why did UHG not list both % of funding AND % of target bonus? Employees arent d-mb.
Guess they assumed people couldn’t, wouldn’t do the math.
GL29
Rated 4
Merit: 2.9%
RRP: 80%