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Fresh off the presses: No scorecard this year, company-wide.
The board is about to approve the decision. That means no more numbers, which means they've effectively laid the groundwork for no more guaranteed bonus for all employees YOY.
This is effectively moving towards a distributed model, where you will be judged individually
2026 off to a great start!
Don’t forget to spend your measly little paycheck that doesn’t keep up with inflation on the all NEW BNY (no mellon) Swag vending machine located on floor 3 of Ross Street in PGH. Branded merchandise, whenever you need it :) I hope whoever came up with the idea loses their job, significant other, big toes and cat in the foreseeable future
At least without one right away. Is that something worth considering?
Raise and bonus disappointing again. It is a morale ki-ler considering that just yesterday the bank reported such strong earnings and the stock price. The kicker is that we now have less experienced staff and more work heaped upon us. Welcome to 2026.
When do we get our 2% Pay Rise this year.
Any Mandatory Redundancy planned for this year.
With those great numbers that BM just shared, the bonuses and raises are going to be up significantly. Right?
How much will the % increase be this year?
Will there be additional things?
So, we need to confirm our participation in the VRP before 2025 bonus amounts are decided.
Seems to me that a manager would want to minimize bonus amounts for soon-to-retire employees and bolster those who will remain on.
Does anyone have any insight on how this is handled?
How is UHG handling the 27 paychecks in 2026 for salaried employees?
In the reorg last year every colleague that was not on the Standard pay scale had there job posted at a lower level. Essentially getting your same job back now has you maxed out on pay in the same Grade. Has there actually been any type of an overall pay scale increase besides the meager merit raises which have been taken away from most individuals?
For anyone not aware, it is mandatory that 5% of your bonus will be awarded in shares. Team members will only get told during their meeting. You get a minimum of 2 shares if you can't afford more.
Can anyone explain how this is calculated? E.g. if 5% of your bonus is taken for shares, but that is only enough for say 2.5 shares, how does it work? (What happens to the residual?)
Who is getting retention bonus?
MW lets share these financial results and get the board to vote yes for 2.0 Bonus. It’s the least you could do
I heard a rumor about someone in another department who was about to resign but then decided to stay. They mentioned getting a much better offer from the company to reconsider. Is that something that actually happens here at Exxon? I've never personally known anyone to get a retention offer like that, but I don't see why the guy would lie.
For anyone heading out of HPE or already gone, what pushed you to leave? Was it low pay, shaky job security, benefits, or something else? There are a lot of different frustrations building up, it'd be nice to know which one is in the lead.
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
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.