Does anyone actually know the increase percentage for the different ratings this year? Especially since leads the way/raises the bar was split into two categories?
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The top rating is just kind of there but not truly used unless you can make the business case for it which is rare. Your direct leader will put you down for a decent raise which will get cut down by their senior leader.
It all depends where you are in the Salary Range & Market Reference Range. If you are <25% of range you'll get more than someone in 75% of range for the role even if same rating.
Its all based on nonsense.
The managers give an initial rating, near bang on whats deserved.
Senior managers then try force some of that down based knowing the old director role wont accept it as you have to fit into a certain %.
The old director role then takes a hatchet to it. They dont know who you are in a lot of cases or why your score is moved. As long as fits.
People who should have got top or pulled down.
People who are in the middle category get dragged to the lower rankings.
If your close to your manager they will fight your case the hardest. But they have to pick and choose their battles - dont do what your told and fight too much your score is under threat.
The game is rigged.
My manager always gives me a good raise and it has nothing to do with my looks even though I’m really hott as people say!!
Yep, our area was instructed not to place anyone in the top rating no matter what. Pretty much forced to place all of our department in the 3rd level aside from two who where put in the 4th level to keep appearances.
I was told to preemptively lower ratings for employees - that I can’t have multiple employees rated above average.
It really depends, I got a 12.5% merit increase last year and will hopefully see about the same this year as my numbers are far superior to my co-workers and my manager is constantly telling me I’m the best member of the entire 9 person team
I was directed on what rating to give to each of my people back in September.
It’s an affordability formula essentially. It starts with the target % based on company performance and balance sheet performance. It then gets assessed against forecast. The actual segment with which they need the employee distribution to fall within is what determines the actual range and distribution curve they ask business units to live within. Its actually a straight forward process, but the performance aspect is what levels or not….everything. Objectivity is in the eye of the beholder.
Like the difference between 2% and 6% merit is going to change your life. Grunts being grunts.
Q 4 numbers have nothing to do with average merit. It’s already been determined. Don’t try to talk like you are in the know.
Got it, thanks stranger! Best of luck to us all… not getting my hopes up though
The range has not been determined yet. Need to have the 4th quarter numbers for profit first.
I get there isn’t a set amount but is there a range?
There is no set amount within the rating- the percentage can very from person to person with the same rating.
The 75% is very real. Only about 4% are allowed at the raise the bar and about 7% at leads the way. The same is true with the meets some and off track. The mass majority will fall in the on track. We were required to make tough cuts to get to these numbers.
Heard something like 75% of the company is getting the same rating regardless of performance.
To anyone who has achieved "raises the bar", or whatever the highest rating is, I have a question for you: Was it necessary for you to fellate your boss to receive that rating? Details not needed, a simple yes/no will suffice.