#compensation

Somewhat new to this company, what do they mean by 35% bonus. Is this 35% of the normal budget for bonus? Forgive the d-mb question, not all familiar with this.

Verizon would be run by contractors if they did this.

With the peanuts netapp pays, who can afford to live close to office ? With RTO you will just lose young talent and not the ones you are aiming . Don't forget about the burn out due to commute. This is just d-mb.

Management talks to us like we're machines, not people. The pay doesn't come close to matching what peers make elsewhere. Add in the constant pressure and zero respect, and it's getting harder to remember why I stay. The only thing keeping me going is the team, but even that's starting to fray.

When's the last time you received a proper raise?

Apparently it's a 60% quota and if you don't hit that then you don't get commission. If you get it - specifically 100+ then you get paid a LOT

So what was it prior?

Last Spring they basically demoted all the Sr managers and everyone got put under a director for the most part... Those directors suddenly had a minimum of 20 directs and, managing at least two entirely different teams.

Meaning that the director hasn't known jack p-o about what any one individual is ACTUALLY doing/contributing for the last year... I'm expecting a minimal raise but I guess one can hope for a bit more than that

has anyone actually been appropriately placed within their "position in range" per descriptions sent out last may? expected it to happen during the rewards cycle...

Supplemental CEO Equity Award

On February 18, 2026, the independent members of the Board of Directors (the “Board”) of Fiserv, Inc. (the “Company”), consistent with the recommendation of the Talent and Compensation Committee of the Board, awarded Michael P. Lyons, Chief Executive Officer, a supplemental equity award (the “Award”) consisting of performance share units (“PSUs”) and time-vesting restricted stock units (“RSUs”). The Award reflects the Board’s recognition of the importance of Mr. Lyons’s ongoing leadership in successfully executing key strategic actions to transform the Company, including the One Fiserv action plan designed to drive long-term growth and position the Company for future success.

The Award is structured to promote the retention of Mr. Lyons as the Company’s Chief Executive Officer and align his incentive opportunity with Fiserv’s absolute and relative shareholder value creation over the long term. The PSUs, which have a grant date value of approximately $18 million, will cliff vest after three years subject to achievement of performance goals tied to relative total shareholder return and the One Fiserv action plan. Specific measurable performance metrics for the One Fiserv action plan will be set at a later date in connection with Company’s 2026 investor day. The RSUs, which have a grant date value of approximately $12 million, will vest pro-rata on the first three anniversaries of the grant date.

The Award is in addition to the approximately $18.7 million annual equity incentive award granted to Mr. Lyons on the same date, comprised 60% of PSUs, which will cliff vest after three years subject to achievement of performance goals tied to relative total shareholder return, adjusted revenue growth, adjusted earnings per share, and free cash flow conversion, and 40% of RSUs, which will vest pro-rata on the first three anniversaries of the grant date.

The forgoing summary of the Award is qualified in all respects by reference to the text of the award agreements that govern the Award, forms of which are filed as Exhibits 10.4 and 10.18 to the Company’s Annual Report on Form 10-K filed with the SEC on February 19, 2026 and are incorporated herein by reference.
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Oh my, so this guy is getting a $50mm compensation package??? 95% of which composed of our stock at this nosebleedingly cheap multiple??? This guy IS worse than Frank even, Frank’s package is not nearly half as big! This guy has probably bullied the board in a lionized way to get his way. Even Jamie Dimon at JP Morgan, with a market cap 10 times as big as Fiserv, does NOT get a package like this!!!
Our company is in worse hands!!! RUN!!!

Instead of layoffs, let’s talk rewards. How was your raise and RSU this year, compared to last year?

Any idea on what bonus and PDR raises will look like?

Several projects people have left or are leaving to work data centers. Will this continue. Seems lots in news. These jobs are all over LinkedIn and recruiters have even mentioned companys targeting Exxon people. Guess all that fluffing of our projects in earnings calls is good! Ha.

(And I know someone on our LcS project who told me our work is not actually the datacenter. )

From what I’ve heard and found online the total compensation could be better for mid career people.?? Seems slightly less base salary. But a lot more bonuses and stock and vests much sooner. Anyone have real insight on that?? And don’t let exxons sandbagging position titles fool you. I’m a ‘project engineer’ but would be at least project manager elsewhere and so loook at right jobs/comps for your years

I left my assignment a year ago and moved to another business that seems to actually pay a decent packet for what Im doing, encourage anyone else to7 do the same

When I left, the only thing DXC bothered claiming was the laptop. My screen, 2 customer devices, an old workstation zbook and a few other things went with me
The way I see it, compensation for unpaid hours and poor treatment. Doesnt come close to thousands theyve had off me and others for free, but there

it really is shocking, isnt it?

Do employees from companies that Optum has acquired receive RRP if salary grade is above a 26?

What did folks get? Which office?

I got 3 percent in calgary

3wks working my ar-e off, and seeing zero chance of getting to 100%. While the past wks revenue wise have been fairly promising, not a single cent has shipped. This SCP su-ks and they can shove these 25% draws. The irony here is that I will owe them money back when indeed they really owe that to me.

What’s your thoughts on this? Off topic it would a little it would be nice to get couple shares each year vested.

What kind of position pkg so far you got? Do you think you being treated differently in interview because you are laid off?do you think you are not been selected because laid off? Did you compromise on your pkg ,position to get a job? What do you say in interview..the truth that you are laid off?

Like the title says, any info on this year's IBP modifier? I need some good news today

Who else has got their comp sheets?

"Information regarding 2026 Stock Together Program will be communicated later in the year once approved."

Factor in that too as you mull over possibly being let go. Don’t forget, we are better together, unless of course you are let go, then you are on your own.
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“Citigroup Chief Executive Jane Fraser has been elected as chair of the bank's board and also received a one-time award of $25 million. etc… restricted stock valued at $25 million and 1.055 million stock option.”
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https://www.morningstar.com/news/dow-jones/2025102210533/citigroup-ceo-jane-fraser-named-chair-gets-25-million-stock-award

Putting this out here now for those of us who try to survive another year. Expect that merit will continue to be extremely minimal, and the company will move to more of a bonus/LTI system.
When they pay larger merit, they have to keep up with those increases year over year regardless of profits. If I give you a $5000 raise, I am now committed to paying you at least that salary as long as you’re around. Now multiply that times thousands of employees.
A bonus however is one time. I’m only committed to that amount THIS year.
LTI is worse, I promise to pay if you stay for 3 years, but if I lay you off, I’m freed from that obligation.

So expect the company to continue to lean heavier on bonus and LTI (aka paying it out at 90-100%), versus seeing larger merit pools going forward.

Elk Grove Unified School District board members voted to eliminate or reassign numerous classified positions. This reduction totaled 60.0388 full-time equivalent positions across various roles. The board simultaneously approved a significant pay raise for its own members. Their maximum monthly compensation will increase from $750 to $3,000. This decision occurred amidst a nearly $35 million district deficit and union objections.

https://www.sacbee.com/news/local/education/article314737935.html

How's your raise and bonus?

Warrior mentality.

Success - you get paid bank
Failure - set of steak knives
Repeat failure - adios

5 - 22%
4 - 21%
3 - 20%

There’s basically no incentive to do anything other than the bare minimum.

Rob Del Bene finance guy got a big increase to $6million package. See below His base salary got raised to $800k, he got 401k payments, bonuses, and a load of other....

Just think a bonuses of 135% of base salary thats around $1.1 bonus for shrinking the company, good work if you can get it.

From his contract

2.Effective as of April 1, 2025, your base salary will be increased to $800,000 per year, and shall be payable in accordance with the Company’s normal U.S. payroll practices.

3.Effective as of April 1, 2025, your target annual bonus under the Company’s annual incentive plan will be increased to 135% of your base salary.

Bergdorf Goodman employees are fleeing to Bloomingdales on 59th and also luxury boutiques on Madison Avenue. Some employees are saying their paychecks are being manipulated and they are being cheated out of hundreds of dollars per week.

New Seasons Market confirmed laying off 95 employees this week. The grocery chain cited increased labor costs from a new contract. These layoffs affect less than 5% of the current store staff. The New Seasons Labor Union expressed outrage over the decision. Affected workers received four weeks of pay and six weeks of health coverage.

https://www.oregonlive.com/retail/2026/02/new-seasons-lays-off-95-employees-citing-recent-labor-agreement.html

I know many of us have opinions...

Mo--ngo Unified School District (MUSD) Board of Trustees met recently. Union representatives voiced concerns regarding budget and staffing decisions. The California School Employees Association (CSEA) protested the layoff of five health techs. Mo--ngo Teachers Association (MTA) advocated for fair teacher compensation and smaller class sizes. Despite these concerns, the Board unanimously approved the CSEA/MUSD tentative agreement.

https://z1077fm.com/teacher-associations-give-strong-arguments-for-smaller-class-sizes-and-against-staff-layoffs-musd-board-approves-tentative-agreement/

Just trying to figure something out.

Stock together are gone completely.. Total compensation opportunity has reduced by $10k for me.
Dan wants people to do more work with less money.. good luck hiring and retaining talent

Post your $ figure here chat. Are we cooked?

Anyone know if 3s are getting any sort of raise this year?
My coworkers got a 4 and she only got 1%.

But your raise will still be 2-3% maximum and bonus will be pennies on the dollar and taxed at 50%