Transparency rules. When you find out, post your level, rating, and API payout here.
24 replies (most recent on top)
Agreed that there is no room for growth for long term employees. Even though we keep things running smoothly and train new employees. It is "expected" to continue going above and beyond and get average recognition. When key people leave, just throw the work on the experienced people, gaslight them about doing more with less...then rave about how well the company is doing. All while giving mediocre bonuses and merit increases. As long as the upper management gets their big bonuses then continue as if nothing is wrong and this mode is sustainable. House of cards beginning to fall though in coming years.
Got a 3 rating and a 2% raise. Nine years with excellent feedback and many promotions. The last few years have been utterly stagnant. No room for growth, very low morale, and rewarding employees bad behavior. It’s a dead end job.
Senior level with a 4 so bonus is 152% of target and a 4 % raise
Grade 10
4 rating
4% raise
Bonus was 141% of target
Level 18
Rating 3
Merit 3.99%
Bonus payout of 135%
Guessing our boss figured she would just wait until next week to tell us anything
Sr. Consultant, rated 4, 135% of target
Mo says we had a good year so hopefully the results will show tomorrow.
Raises go in effect tomorrow, managers should know what their employees merit and new comp will be tomorrow. Bonuses coming on the 15th
I received a 4 the last two years but did a tremendous amount of work with a lot of recognition. Also am only person in my role so alot of it was by myself
The difference between a 3 & 4 rating in our division means the strong possibility of a promotion if you’ve received high marks on all goals. So for us, it DOES make a difference. But it seems from at least one other comment here that in some groups, coasting with a three is the way to go. This shows you how differently performance is applied across the company. Depends on the leader I assume. Glad I am in a group where top performance leads to a promotion and big raise. At the very least it means a higher bonus and up to a 4 % pay raise.
I got a 5. We don't find out payout numbers until the first week in March.
Me and my team took on extra work with reduced staff, worked extra hours and got great results. We were then all given a 3. Only certain fiends of upper management can be given a 4 and our team is not in that circle. Now being given even higher workload for 2024. We will no longer go above and beyond and are pushing back on the extra work. Why bother with working hard when a 3 is predetermined.
The financial reward difference between a 3 and a 4 is not big enough to justify busting your a-s all year for a 4. Relax, coast, happily take your 3. It's worth it for your mental health and work life balance.
Oh, they DO give 4 ratings. It’s just rare. You have to have gone way above and beyond to get a 4. I worked my tail off last year and I received a 4 rating. It can happen, people. But most employees will receive 3s.
@3bqj+1r7SNvfj And that come at 1.5% pay raise
Nothing higher than a 3 is VERY BELIEVABLE!
SR system analyst, 3, 128%. Manager got word from upper management that they can’t give anything out higher than a 3. It’s all politics that they have to play by
Don’t believe these threads. API isn’t posted until after the board member meets where they approve on it. Also, everyone’s grades have been changed and you won’t find anyone in the 30’s anymore.
Grade 38, 5, API payout = $98,424
Grade 37, 4, 128%
Rounding to nearest $2k seems safe enough.
You must be fu--ing mad
No.