#annualreview

Like the title says. This new annual review sounded good at first. Make everyone's the same in February for simplicity. However it's tanking most employees' performance raise. Our leaders said that it's pro-rated from your last. So that would mean unless your last review was February 2025, we will get shorted. My review was August, so i guess I'll only get like a 1.5% instead of 4%. So COL in STL has been going up along with everything else, and the firm won't even pay us an appropriate annual raise. Not too mention Human Capital's refusal to update the salary/position grades and proceed with market adjustments (which were promised 5 years ago). They have only done it for their area. I have 6 security licenses, CFP, working on CFA, and a HR generalist makes as much.

I'm new to HP, and it's been a year. Did you hear about your raise and bonus ?

Does anyone else hate this time of year? I hate having to grade myself. I always just select meets/meets and then write up some bullsh-t that neither I or my manager really cares about, just so we can have a conversation and then go back to our normal work.

USA folks.

SD and SC. What are the median raises this year ?

Are the stock targets going up ?

602 here working in back office in CIB. Mid salary range, what can I expect for my annual raise and bonus?

AI chatbot told me, when I put in my particulars, that the gains foregone from the switch to annual match from quarterly we used to have is about $1,500, since missing out on getting money in during the lower levels throughout the this year, assuming S&P closes out the year at current level. Thanks Charlie, and the "special award" ain't gonna make up for it, even if we're around for it to vest. Especially given the big lump that would have matched Q1 on the bonus period contribution. And most companies match per pay period, so annual is a real stiffing.

Our annual reviews has been corrupted into a system of favoritism.Ratings and promotions are no longer based on contribution but on connections—both personal networks and , more importantly , the networks of managers who push cases through on the strength of goodwill rather than merit.
This has turned AR's into a negotiation of influence , not an evaluation of performance.Technical expertise , and tangible results are consistently sidelined , while visibility and relationships dictate ratings and promotions.
Replace current calibration practices with a transparent framework grounded in measurable outcomes , 360-degree evaluation, and objective criteria.