#compensation

Has anyone else landed a new role and been shocked by how much more it paid compared to Cigna? I moved into a similar position and my salary jumped by around $12k without added responsibility. It changed how I look at what I was earning before. Losing that job pushed me into something better.

The US Cellular folks had a written guarantee of their full base salary to last until August 2026. They just cut their pay with no warning the first check of the year.

Talking to my manager earlier this week about my imminent promotion, he warned me bonuses and pay bumps this year aren't as good as he had hoped and to calibrate expectations. Then he commented something like "who knows though, the pool is still changing and may change last minute"

Is that true? Do managers still not have a set amount of money to allocate to people? It's crazy to me that even now it could change.

What are the different ways of managing RSUs after the restriction period is over? What are the tax implications?

Does anyone know if the bonus payout is similar to last years?

Historically, what is the typical bonus as a % of salary for 602 in CIB credit risk.

I don’t know if I’m gonna last much longer. As a top performing MAE, this new comp plan was rolled out so poorly. On top of all that, the data is beyond dirty.
I have so many accounts that should belong to Micro that roll to me (Duns even says 3 employees on SF record) Accounts that should roll to me that meet my headcount…going to Micro. I have other accounts HQ in completely different cities. One account I had a proposal out to last month is now assigned to Micro.
What in the actual F is going on. Several peers in other markets are just as upset,
Surely this cannot be planned attrition done covertly.
Thoughts?

If you get laid off March through Dec, AFTER they paid you the bonus for the year before, HR will pay you a prorated amount of the bonus for the CURRENT year.

But people laid off in January or Februray, if your last working day is before the cutoff date (the date you have to be employed by to get your bonus for 2025), what happens then? Technically you are no longer employed at usb on 2/27/26 the cut off date.

DO they

1. give you 100% of your target bonus from 2025 only (since there's nothing to prorate since 2025 is over)
2. give you NOTHING for the whole year from 2025 and a small prorated bonus for 2026
3. both of the above 1 and 2 combined

Ideally #3, but #1 would be ok also. But it better not be #2 because they would be f*d up.

If you think about it, if they lay you off in January and fk you over, you would have been paid more** if you were laid off late last year instead of early this year.

Anyone with an actual answer, not speculation peanut gallery, please reply. Thanks!

I noticed when looking at open jobs internally that the pay range for the level where I'm at is lower than what it was last year. These are positions in my current geographic location. My current salary is above the max for my level where last year it was slightly above midpoint. Has anyone noticed this? How are they going to approach salary increases?

I haven't seen the 2025 version of the executive compensation document posted online. It used to be updated annually at the below link, but it seems to have been scrubbed from the internet. Has anyone seen the latest, or know if it will be posted in 2026?

https://www.tiaa.org/public/pdf/e/exec_comp_policy.pdf

If you get all 3s, do you think you will get a raise? How does that work?

Broadcom doesn’t have much of a “company culture” but now you realize that most of the VMware culture building events were meant to soften and obfuscate the pay gap between you and the millionaire executives.

Now YOU are the millionaire.

Ffs its been 18 months since they last pay review when they gave 0%.

They liars said it was to be Aug 25, then Sept, then Dec 25, then Feb 26.

Anybody heard anything from the perpetual liars?

Can he get $260k base pay?
What is the bonus target for G12

I just saw my severance lump they took close to 20000 in taxes do we get any of that back

Capital Management Employees are vastly overpaid $$$ compared to almost every other division in the company+

out of the 35+ people, almost all are EVPs, SVPs, or VPs+Raking in $250K-$400K per year or much more+All the extra employee comp & bonus money is being funneled over to Capital Management+They get quarterly bonuses unlike other employees in the company+That is not fair+Their jobs are easy with them relying on AI computer stock picks as they mimic those recommendations along with the analysts+It's time to rein in this area+Company could save $10M w/o Capital Management+Company would make more $$$ by having better performing outside funds with lower expense ratios but tacking on additional fees to drive revenue++too much bloat w/ Capital Management++Hardly anyone is investing in their institutional funds outside of retirement plans & they have spent a ton to get on various platforms+Assets are down over $1B YOY which is 7% of portfolio+Meanwhile, there are no layoffs & employees of that division keep getting new titles and big big salaries and raises.

this year, the vast majority of the funds are near the bottom of their peer rankings & only three funds are in the top 50%. So, 3 funds out of 28--off to a very rocky start in 2026--looks like it will be a down yr+time to cut salaries, perks, & jobs in that division+lots of favoritism going on there--------

Lipper awards were excellent but company couldn't find a way to get news out & more plans & money keeps leaving. WTF is going on ?

$$$$$
Morningstar
Total Return Rank in Category
YTD (1 is best & 100 is worst)
MoA Core Bond Fund 98
MoA Clear Passage 2020 97
MoA Retirement Income 94
MoA Clear Passage 2045 92
MoA Clear Passage 2050 92
MoA Small Cap Growth Fund 92
MoA Clear Passage 2055 91
MoA Clear Passage 2060 91
MoA Clear Passage 2035 91
MoA Clear Passage 2025 89
MoA Clear Passage 2040 86
MoA Clear Passage 2065 85
MoA International 84
MoA Clear Passage 2030 83
MoA Mid Cap Growth Fund 81
MoA Conservative Allocatio.. 76
MoA Small Cap Equity Indx 76
MoA Clear Passage 2070 71

"Its a great time to reflect on last years successes and the opportunities to accelerate our momentum in 2026"

Hey SN, accelerate my salary increase!

“Pay will be tied more closely to differentiated performance…”

Once again, raising the bar to heights they themselves did not have to achieve.

So many success stories one after another

As a people manager (UK) I have a low paid top performing team member, who is expected to be promoted next week, however her new salary increase looks miserable. If she gets offered a new job external for more money (which she can prob get easily), how easy/hard is it to get management approval to offer a counter offer to try retain her? (Also is there limits on much extra a counter offer can be).

Any word on a cash award coming for 2026?

Past couple of years it has paid out end of Jan / early Feb.

I wonder if the $2k RSU from last year will cause us not to get it.

I am currently working at Cisco, Sr Tech Leader title.
Base: $260k
Bonus: 15%
RSU: 75k/year (for next 4 years)

I cleared CMTS interview with OCI recently. They are offering $230k base and $600k RSU, no bonus. Shall I take the offer? They told me that this is the max they can offer for IC5 and they can't hire for IC6. Why the base pay is so low for IC5?

Heard it was a measly 2%

… and WF is not even mentioned. LMFAO.

Article did say bonuses should be up 5% to 40% cross the industry. Guess where yours will be?

Sending out an email on Dec 22nd that requires action by Dec 31st that impacts your compensation is a communication miss that should result in your immediate termination.

Every year brings new changes but am I the only one who is deeply concerned with today’s announcements of how the company will be restructured moving forward?

MO spent a lot of time trying to explain how Canon has been a company built on revenue and profit. When compared to our competition, he explained how much better we are doing.

The question I have for him is are we? When I wake up in the morning I don’t work hard for Canon, I work hard for me. I made considerably less money in 2025 although my revenue was on par with what I sold in 2019. Granted the GDP goes up 1-5% per year as stated, the ratios of what I sold versus what I made are directly related to one thing. Increased quotas that are unattainable.

To all sales people, he mentioned how the market is shrinking 5-10%. If the market is shrinking, why have our quotas gone up? Simple answer is they don’t want to pay you.

Were you happy with all the promotions they put out to help you sell all the new imageFORCE products? Yeah, I didn’t think so. I don’t trust this company. I don’t trust MO. His example of how a Canon dealer and WTS were engaged in the same account is his way of telling you in the future if that happens and you work for CUSA you will be asked to remove yourself from the deal.

If MO wants to help us, start with reducing quotas and giving us a chance. Secondly, figure out some type of program to help us retain our current accounts.

Takiko in sales planning spoke about how we are landing new business but losing current accounts. Does it really take a Harvard graduate to realize that when you ask your current loyal customers to spend 15%-20% more to upgrade they will go somewhere else.

Let this be the forum for all of us to comment how you really feel.

Imagine it’s 2030.

The wealth management industry has gone fully digital, fully personalized, and somehow still feels… human. Clients rebalance portfolios with a voice command. RIAs fully own the client experience, and their book of business. Account opening takes 90 seconds and a selfie.

At Edward Jones, a meeting is being scheduled to discuss forming a segment to accelerate the path to industry parity.

Allowing FAs to own their book is briefly considered as a way to slow attrition, until the ELT realizes that might require sharing economics. The idea is politely declined.

Edward Jones advisors are still praised for playing it safe, putting client goals at risk, but protecting GP deep pockets.

Associate pay has barely improved. Compensation decks are refreshed, grades are “recalibrated to the market,” and leadership celebrates low-single-digit increases as “competitive”. Associates who once believed their entire careers could be built at Edward Jones discover those careers aren’t being filled with opportunity, but with quiet, compounding regret.

The systems barely work, largely because leadership changed strategic direction five times in the last decade, then decided to pursue everything at once.

By 2030, competitors have built fully remote, national teams, pulling top talent from anywhere. Productivity is measured by outcomes, innovation, and client impact. Associates aren’t babysat. They thrive as a result.

At Edward Jones, all associates are required to be at their desk five days a week. Badge swipes are tracked. Keystrokes are counted. Reports are run. Leaders celebrate home-office presence as culture. A top candidate declines an offer because relocating to St. Louis or Tempe makes no sense for their family.

The industry talks about scale, speed, and optionality.
Edward Jones talks about how great things will be once…

The competition is building for where clients are going.
Edward Jones is optimizing for where employees are sitting.

Imagine it’s 2030. Edward Jones introduces “Imagine it’s 2040”, a new campaign to reach market parity.

DC is at the helm and promises to outsource everything, generating record short term profits for GPs. “A penny saved is a penny earned”. Penny agrees.

If you were given the choice between a promotion from Band B5 to Band B4 or a 10% salary increase, which one would you pick and why?

With the ‘generous’ and ‘industry competitive’ but below inflation pay rises for
most people; are you expecting another exxodus? Do people realize the company want you to quit so they can replace you in India or Malaysia

He only has $700 million. We need to get him to a billion.

How does it feel to see the first one hit the account? Between this and the new tax for paid leave in MN we are making less than last year as they tighten the sc--ws and ask for more from us. Time for a new job.

Comp planning starts Jan 20th. Anybody hearing rumors on what level it will be this year?

Anyone have insight on the comp /bonus payouts this year ? Is there a full payout or is the comp pool down this year ?

For those in Corporate Risk.

by Nov 15 - performance calibration within group.
by Nov end - managers enter compensation.

By Dec 9 - DF calibration.

Jan 1 - 28 politics and favoritism on the bonus amount for team members.
Jan 28 bonus discussion to team members.

Feb 13 bonus payment

Has anyone received there severance lump yet

Chris: “we’ve had another stellar year. Recording breaking. Our strategy is firing on all cylinders.

Merit increases thus year will be 2.5%. Inflation is 6%. Yes, I know that your standard of living decreases every year you stay at TransUnion. But I’m not the chump. You are. Because you stay.

Sorry about that. All these first class airfares to fly around the world for dubious business benefit sure do add up. “

Joined BNY as a senior associate full stack developer in the collateral area in February. My recruiter told me bonuses at that level are around 10%. My VP coworker said she gets 10%.

I've seen some posts saying because I got 10 RSUs in November/December that I won't get a cash bonus. Is that true?