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)
Looks like the RRP amount is your award percentage, multiplied by the amount that is funded. Momentarily assume your salary is $100k and your potential RRP is 10% of salary ($10k). Now think of this potential as defining the size of a bucket, with your yearly award percentage determining how much of the bucket gets filled. UHG however, has the ability to shrink the size of everyone's bucket, by whatever amount it wants to. The amount of shrinkage matches the percentage of funding. If the RRP is funded at 100%, then your bucket stays the same size. If they fund the RRP at 50% though, then your bucket starts off being only half of the size it started out, so your bonus is immediately trimmed down to $5k, before taking into consideration your individual contributions to the company.
That's where the next piece comes into play, where your "award as a % of funding" kicks in, and determines how much goes into the bucket. If your bucket is now half of the size it could have been, but is still filled at 100%, you'll get a $5k bonus. Likewise, if your award is 80%, then your half-sized bucket gets filled only 8/10 of the way, rendering you a $4k bonus. If you were blessed with an award of 120%, then your bucket will overflow, and you'll get $6k. It's still not anywhere near the $10k potential you started off with, but it's better than nothing!
OT
Rated 5
Merit: 5%
RRP: 200%
I believe the RRP% people are entering on here is the % that shows up on their confirmation statements. Which is percent of funding, not % of target bonus.
So 100% means roughly 60% of their target.
I call BS on poster 4qkz+1r5hulQS. No merits for 30+
Grade: 31
Performance rating: 4
Merit: 2%
RRP: 85%
When people say 100% RRP what do you mean??? Is that 100% of what your personal maximum is, mine was negotiated when I was hired, or is that 100 % of what is available this year? I was told only 50 % is available. So the absolute max will still be 50 % of what you hoped to get (e.g., 7.5% versus 15%).
UHCT
G 28
Rating: 3
Merit: .5%
RRP: 25%
OT UHC
Grade: 30
Performance rating: 4
Merit: 0.00%
RRP: 0.00%
I am not certain this will help, but I will attempt to explain what I was told. I think this has been a hard year for everyone. I work for InterQual. We were acquired by Optum in April 2023. Our bonus was 75% of what we expected last year because we were forced to accept an early raise. We used to get our raise in July, and to be in sync with Optum, it was pushed forward to March. I therefore expected to get 125% of my bonus this year (to make up for last year’s loss). I did NOT get that. I got what I was told was the “maximum,” but that was only 50 % total RRP. To explain, let me choose numbers which are easy to work with… If I make 100k and my negotiated bonus is 10%, I will naturally expect a 10k bonus, but due to suboptimal bonus funding this year, 100% RRP is ONLY 5k. This is the kicker, InterQual did VERY WELL this year. As far as I can tell, Optum chose to lump Interqual's profit gain in with other subdivisions profit loss. The result, InterQual employees are not getting a decent bonus 2 years in a row.
Those of you who are Legacy Optum employees, does Optum ever give 100% or more RRP? In the past, I have been very happy with my bonus and actually received more than my slated RRP, close to 130 %, but that was pre-Optum...
Lastly, I know this is a "layoff" forum and I hope I am not upsetting others by talking about bonuses.
Furthermore, to those of you who didn't get a bonus this year. I am so sorry. If bonus eligible, I don't understand why that happened. Legacy McKesson/CHC developers are not bonus eligible and this time of year is simply dreadful for them. Getting ONLY a 1 to 3 % raise is demoralizing.
OI
GL30
Rating - 3
Merit - 1.5%
RRP - 65%
Very confused on the RRP, especially 30 and above. Optum has an FAQ on SPARQ that shows target bonus percentages by pay level. Level 30 is 20%. Why are there such variances from the FAQ? Are we not all Optum employees? Are they trying to have certain people quit? We ALL helped the company achieve the 2023 profits.
G 28
Rating: 3
Merit: 1.5%
RRP: 65%
As a CHC former employee our division was not eligible for bonus. No one in our division for EquiClaim is receiving a bonus.
Seeing former CHC managers got merit...? We were told job class 30 and above gets no merit raise, but EVERYONE eligible for a bonus WILL GET ONE. This confuses me. Perhaps it's different for the InterQual team??? Any insight is appreciated. I am VERY DISAPPOINTED in our merger. Thank you.
OT
Grade: 26
Performance rating: 3
Merit 2.25%
RRP 100%
Grade 31
Performance rating 4
Merit 0.00%
RRP 0.00%
RSU = Restricted Stock Units. Some GL29 and above receive them.
GL: 29
Rating: 4
Merit: 3%
RRP: 100%
What's RSU?
Looks like the 30s are all over the place without any consistency or predictability.
Former CHC
GL 30
Rating - 3
Merit - 1%
RRP - 0%
It doesn’t matter if CHC employees up and leave or not. They will be lots of CHC layoffs in March.
GL 29
Rating - 3
Merit - 2%
RRP - 60%
Need more 30s and up to weigh in, especially former CHC staff. Rumor is they are being hit the hardest on RRP so they get upset and leave. I want to know what I should expect. Already started updating my resume.
OT
GL 30
Rating 4
merit - 0
RRP - 99%
equity - 0
Gl 26
Rated 4
Merit 1%
RRP 65%
Told they went back to state specific salary maximum and I was already at max salary. I feel it's because I am edging closer to retirement.
gl 29
perf 5
merit 3.75%
rrp 145%
OT
Rated a 3 because our team is smaller than others.
No rrp and no merit because of GL.
I asked why she didnt just tell me that I can have a package if I want one.
She told me to start working 4 days a week and spending day 5 looking for the next job.
Today I received an .82/hr raise and an rrp of 14% less than last year. WTF... how insulting oh and I had 4 4's and a 5...
@1umt+1r5hulQS What area of Optum tech are you in?
Review today and officially hate my boss! She has personal issues because her job is being eliminated so she is taking it out on her directs- well jokes on her because I am leaving her the first chance I get! I hope karma comes for her!!!
The applicable quote of the day...
"The important thing is to learn a lesson every time you lose."
- John McEnroe
Grade 29
Rating 4 although deserved a 5 (stacked ranking strikes again)
Merit: 2.5%
Bonus: 102% $16k
28
Rating 4 "reduced to 3" because I know how the budget works (1 ding for bs reason)
Merit - 1.5%
RRP - 65%
Resume getting refreshed as we speak
Grade 22
Performance rating - 4
Merit 2.25%
RRP 120%
Grade: 26
Rating: 4
Merit: 2% <$1500
RRP: 100% $1000
Disappointing
Optum Tech
GL: 29
Rating: 5
Merit: 4.2% ($8k)
RRP: 156% ($24k)
RSU: $13k
To the GL31 that got nothing - 32 hours a week is too much effort to put in for that treatment. Do 28 hours max, don't let perfect be the enemy of good enough for those jokers, and go day drinking every Friday, raising a toast to the $15M+ that each of the top 3 execs take home in "underperforming" years.
Funneling the money to younger employees sounds A LOT like age discrimination (which would hardly be surprising at this company)... especially when you consider that younger employees' value delivered is typically so much less than experienced employees. But they are more malleable, so...
Some advice... no matter where you go - 100% it's better than what you're currently dealing with.
GL30
Big fat ZERO.
It’s % of the funding available for you. Based on several factors, but ultimately the % flagged for you. As others said it was funded at something like 55-60% in most areas. So say you’re a 28 and make $100k. You’re 10% eligible, so $10k. From there if they funded at 55-60%, the pool set aside for that person is now $5500-6000.
Based on ratings 3, 4, 5 the manager has guidelines and the system will throw all sorts of flags/warnings if you go below or above those.
As an example I think the guideline is 85%+ for a 4 rating. You get more than that, and that’s your boss pushing extra funding your way which they usually have to make a case for or take away from others in their org. I think 5 rating is 105%+.
On top of all that, each department is told various things or has different formulas. Most are told to hold a % of funding as during the roll-ups they may change things around.
In my case I gave as much as I possibly could to my people that were deserving, knowing that I was not going to get anything from a merit standpoint.
% of RRP funding = actual bonus / (salary x target RRP% x Funding Factor)
Target RRP varies by salary grade (27=7.5%, 28=10%, 29=15%...)
Funding Factor is REALLY low this year and varies around the company but generally between 50% and 60%