#compensation

He could put 1 years pay into a high interest account at 4% and generate a huge $268 000. Drum would get more interest in 2 months than most employees get in a years pay. Chris Drum is onto a winner for life, other execs are all laughing at employees when they see there pay each month.

Thank you

Heh?

Soooo, how much was your biggest Dell raise ever? #gold

How is it legal for BK to take the distribution out of your account, yet not credit you the money for 30 days.
So basically BK is holding on to your money, earning interest ? Carrying it as an asset ? For 30 days.

What is the best time for Sabbatical considering YE performance reviews, compensation discussions and bonus decisions

Any VCIP guesses? I’m thinking 120%

When do they discuss year end bonus? Manager already discuss the new comp but not about the year end bonus.

Oh my goodness. I've just been informed that we will not be getting merit or COLA raises if we are eligible for / receive the AIP (Associate Incentive Program) bonus.

WTAF.

Since I'm leaving next month regardless (which nobody needs to know yet, of course), I'd gladly take the layoff package if it meant preventing a cut for a coworker who depends on this income. The management should offer a voluntary option, especially since I'm sure I'm not the only one who'd gladly take it.

Been with the company 10 years and received exceeded a majority of the time (8/10 reviews). To my absolute shock I have received a partially achieved. It looks like bonus payout is anticipated to be around 100% per today’s email - what can I expect for partially achieved? 50%? Lower? Thank you.

Last year, Sam sent out the STI email on Jan 24. I assume Dan is pushing out the announcement though.

Will STI payout still be in mid-Feb as it has been every year?

I noticed that Beauty Merchandisers (previously listed as Cosmetic Stock Associates) used to be full-time, but this week I saw several new Cosmetics Merchandising Associate positions posted as part-time. Are there still full-time beauty merchandisers in stores, or were those roles converted to part-time? Or are these new part-time positions meant to support the full-time staff? Given the responsibility associated with that role compared to the pay. Their compensations should align more with that of a visual captain.

O lost the lawsuit & as EX CA based employee in Support / DEV, I got a surprise check for $$$. Do check your Mail & update if you got a check

Good luck with your Comp discussions. Share details anonymously.

LOB/Place/Band/EOY-Ratings/Pay-Incrase/Bonus

(Ex; GBAM/NY/B3/M-M/+$5K/$11k)

What is the salary increase range for 603 with 3 Strongs? Does it vary by LoB?

Humana 2026 Outlook: Financials, Retention, and Compensation
Company Health & Financials

As of January 2026, Humana is in a "rehab" mode, focusing on a transition from aggressive expansion to profit-focused stability.

• Margins: Targeting a move from 1% to 2% pre-tax margins in Medicare Advantage.

• Market Adjustments: Exited 13 Medicare Advantage markets and 198 counties, impacting approximately 500,000 to 560,000 members.

• Star Ratings: A current headwind, with only 20% of members in 4-star plans or higher, though recovery is expected by 2027.

Employee Retention

• General Sentiment: Humana remains in the top 25% of large companies for retention, though RTO mandates are causing friction.

• Workforce Changes: Implementation of limited layoffs and voluntary early retirement packages to "right-size" the organization.

• CenterWell: Clinical staff show high mission-based satisfaction but report challenges with work-life balance.

RTO, Compensation, and Bonuses

• Return-to-Office (RTO): A 3-day in-office requirement for most corporate roles is leading to turnover in remote-heavy departments like Tech and Admin.

• Compensation: Annual merit increases are averaging 3.0% to 3.2%. "Skill-based pay" offers higher premiums (4-5%) for AI, Actuarial, and Clinical Management roles.

• Bonuses: Performance-Based Incentives (PBI) are now heavily tied to the company's 2% operating margin target and Star Rating recovery.

• Benefits: 2026 updates include eliminated copays for in-network mental health, modular benefit options (e.g., trading perks for HSA contributions), and an emergency savings match program.

Anyone hoping for more than 3-3.5% raises needs to look elsewhere for a job.
Medical likely to go up by 25-50%

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.