#compensation

This is the thing we're not talking about enough. https://www.startribune.com/us-bancorps-ceo-pay-increased-14percent-in-2024/601233686

U.S. Bancorp’s CEO pay increased 14% in 2024
Andrew Cecere realized $15.9 million in total compensation for 2024

What would be the Lumen 2026 STI/Bonus Expectations? Do they give STI/Bonus this year? If so what would be the expected percentage?

Long-time IC in Controls. Exceeds (or Consistently Exceeds) for years – same leader, same scope, volume, quality, and achievements - the language that used to get Exceeds is now documented as Meets/“High Meets” (which means nothing, makes you nothing, but a su---r).
Boss said no one on the team got Exceeds. Several big items completed in Q3/Q4 “won’t count until next cycle” per manager although that’s not what I was told at mid year.
Meanwhile, folks doing bare minimum (some barely in office) also get Meets, and some lower-in-range are getting raises while high Meets/higher-in-range get $0.
Hearing this is widespread forced calibration / distribution in Controls areas – entire teams capped, downgrades from Exceeds to Meets/IM despite no performance drop. Some threads mention 10% forced IM ratings, RTO used as excuse for lowers, and budget issues hitting higher-paid/long-tenured folks hardest.
Question for others in similar boat:
• Is there any meaningful recourse? (e.g., formal dispute through HR/ethics line – has anyone actually gotten a rating changed or it backfired?)
• Does this feel like a way to push out top performers/high earners (maybe to manage comp costs or make room in layoffs)? Or just calibration gone wild this year?
Not looking to rant endlessly – just trying to understand if fighting it is worth it or if it’s time to dust off the resume.

Laid off on the 12th. Had the normal two weeks of PTO replenish as of the first of the year. I was told my balance would be paid out. Checked account today and the balance was recalculated and now it's zero. I'm assuming that I won't get that paid out now? Or does that mean they've already taken it out because I'm getting my last payroll check next week?

If you’re severed from a sales role, do you receive commission included in your severance for the amount of months equal to 2 weeks for every year worked?

Hey, its a tell all, what's your base salary increase/decrease and bonus increase/decrease, and what is your LOB (or field if business), JPM location (or overall area). Give percentages, or as much detail as possible. Are you depressed about comp?, are you going to quit and why? How long have you worked here? Etc. Let's be transparent.

What’s the typical bonus amount for a Sr. Lead Bus Execution Consultant?

I am having a hard time understanding some of the layoffs. Is it just targeting highly compensated people, and replacing them with cheaper, less qualified labor? Not quite sure how G plans to pull this one off.

I've been at dell for 6 years now and to date, I've milked about 25k in certification programs from them. These courses/certs mean NOTHING to dell and won't help for a better raise or promotion but, they are resume builders and look good to other jobs. Plus, at the very least you get them to pay for courses you otherwise wouldn't afford, or care to take due to money constraints or whatever.

Two of the courses I've taken are 10k each - so that's 20k right there. The others were each about 2k each. A certificxation means nothing to dell though. you could get the highest sought after xyz and it won't affect your raise, bonus or chances of promotion whatsoever, so might as well just take courses on their dime that other companies 100% WILL value.

Also, since we have a $500 "fitness" reimburstment program, I suggest going out any purchasing $500 worth of weights, keeping them in the boxes, then submitting that receipt to Dell for that $500 reimuburstment. THen go return those weights for a $500 profit.

Just saw an official Schwab social media post about how well the company performed last year. It’s too bad that won’t translate into better merits and bonuses

Had a quick talk with my manager today and they said merits and bonuses were virtually identical to last year. How?!

When the company performs poorly, we get merit and bonus cuts. When the stock skyrockets, we remain stable, all while the EC enriches themselves. Approves 20% pay increases for themselves, stock options, golden parachutes etc.

Pay increases for us plebeians doesn’t cover inflation and the rising cost of living. What is the actual point or incentive to try at this company? Promotions are political, not based on merit. Pay increases are stagnant. You’ll get your 2-3%, smile, and keep toeing the line or you’ll be kicked to the curb. Sh-t is discouraging, man

Any managers got any insights on what the merit and incentive numbers look like vs prior year?

When will Bonuses be paid out this year? I know we got them at the end of January last year.

should it have been discussed during the review?

please no trolls

What the merit % this year? Is it for everyone or are some groups left out of merit?

In the year 2000, the avg stock price between BB&T and Suntrust was $37.88 per share. In 2000!!!!! It’s hovering around $51 per share now. Horrific return for shareholders but somehow Bill’s compensation keeps climbing? Throw the thief out!!!

I think I read here that being a vice president means that to keep your bonus (so they dont clawback) you need to work 30 days after the February 13 distribution date? Can anyone confirm this?

1.75% for pay grades 110 and up.

Last 3 yrs 3/3 , same bonus same increament 1.5%.doesnt even meet inflation. More commute , different managers to adopt, constant priority changes.
I dont understand what else to do to lift to 2 rating.

Sales reps, did you receive your last commission check if you quit in the middle of the month? Since we are credited upon shipping, anything that has shipped prior to our last day we should be paid out, right?
According to HR: Incentives paid will include any commissions earned prior to your last day of employment (as defined by the terms of that particular plan or program). Any sales incentives due under your sales incentive compensation plan prior to your last day of employment will be paid on the normal commission pay dates.

What’s the percent different between a 3 and a 4 for API payout?

GCP opened up, so managers now know the raises and bonus budgets.

I'll start - Aero US - For a 5-block - Average 2.5% raise, MIP at 130% of target.

In my area, we’ve received some stock through various schemes over the last couple of years. Is there any word on the plans for this year, especially given the recent nosedive?

Has anyone heard anything, im struggling financially now after years of no rises. Grocery and other costs are astronomical. Its an urgent issue now.

Can someone who is smarter than me help me understand how good or bad the quarterly results, and because of timing, the annual results for 2025?

It seems like we had a really good year but I can be reading this wrong. But I'm getting upset that it looks like we had a good year but I know the compensation numbers are horrible this round. And if that's the case, they do not in fact pay for performance.

I’m hearing RRP is funded 72%. If someone earns a 3 rating, what percent of the 72% would they get?

I’ve looked at the financial goals for 2025 STIP from the last proxy report and have been tracking them all year. It seems likely that the year should exceed 100% of all 4 financial goals. But of course with the new regime who knows what will happen. Thoughts?

STIP 2025 annual metrics as of 3Q25

Adjusted OIBDA $3.1b now 2.46b
1Q $688m
2Q $824m
3Q $952m

Free cash flow $250m now 255m
1Q $123m
2Q $117m
3Q $15m

DTC OIBDA ($837m) now 388m
1Q ($109m)
2Q $157m
3Q $340m

DTC revenue $7.8b now 7.06b
1Q $2.74b
2Q $2.16b
3Q $2.16b

Bank of America staff is getting $1B in equity due to record profits ~ 9th year in a row.

Btw....they are hiring!

https://careers.bankofamerica.com

Just saw a paystub that shows one of my stock together payouts is being issued on 1/21/26. I was in the first wave of layoffs that were off book in December.

Does anyone know what day the portal will update with year end comp and updated salaries for 2026?

What is everyone’s expectations on merit increases in the new fiscal? Mine, next to nothing.

Was told it would open yesterday (which was questionable since it was a holiday), wasn’t there. Checked again today and still not there.

Just a terrible way this company is handling everything.

So there is no update on comp.

Frontier is a very lean organization compared to us, and 70% of their base is union who entered into a 3 year contract towards the end of last year - basically ensuring a certain pay till 2028. Where on earth are they going to cut when Frontier is already so lean with little to no fat?

If (or should I say "when" ) job eliminations happen in February after they review VRP numbers, will those eliminated still receive their 2025 bonus payout?

TIAA hasn’t given raises to employees with salaries over $100k the last few years.

Will this change for 2026? Will anyone be receiving pay raises?

Bonus? Flat? Higher than normal? What can we expect from compensation talks?

Looking for advice on how best to ask for a higher severance amount. Has anyone recently been able to successfully negotiate higher.

Severance is 8 weeks + 2 weeks/year worked, upto max of 26 weeks.

Is the garden leave considered as the initial 8 weeks?

If not, max severance is 8 weeks of garden leave + 26 weeks of severance, right?

I didn’t have a meeting with my manager regarding my bonus or merit increase, and I was wondering if anyone knows when the deadline is for those discussions. Will a compensation statement still be released if there was no bonus or merit increase? I found this a bit surprising, as my year-end review was “Meets Expectations” and the feedback throughout the year was very positive.

Does anyone know who determines the raise and bonus amount for GSRs? Is LL6 or LL5 or the company set a guideline each year?