#compensation

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?

If you are thinking of quitting Xerox wait a couple of weeks, they are announcing new layoffs with enhanced payoffs.

Does any manager know the bonus numbers this year? More or less the same as last year?

Given that Penny has averaged 16-17% for her annual raises the past few years, what do we bet she’ll get for 2026?

I’ll set the over/under at 16.5%. Are you betting higher or lower than that?

Happy betting, y’all 🤠

I got deposit today on my account , but like half of what I normally get.

I understand 2026 payroll makes it difficult for 26 payments.

I am still confused

What’s this retention bonus people keep talking about? Who’s eligible and how much do they get?

How’s it feel seeing in print our median employee pay went up 1% while Geoff jumped 16% and is the highest paid ceo in med tech?

Over a quarter if a million of personal use of the corporate jet while we get turned down for legitimate business travel between facilities.

Not to mention seeing greg smith get almost $9m to leave ops in total shambles…..

Happy new year, I guess, to us.

Does anyone know if we’re going to get higher bonuses to make up for the sh*t stock price?

Any Bonus?

Keep seeing everyone is getting 3% increase. I haven’t heard a peep from my manager about it. Does this mean we won’t get it, or should we still hold out hope?

Did anyone else receive premium pay for working every day last week?

It was brought to my attention by a teammate that he received premium pay for last week. He asked whether I had received it as well and if I knew what premium pay was. I told him I wasn’t familiar with it, but I was happy to help him understand how it would be calculated in his weekly pay. After looking into it together, we learned that premium pay is double his hourly rate.

He then reached out to our manager to confirm, and she told him that she decided to give him premium pay for all of his hard work and asked him to keep it discreet.

Both my teammate and I hold the same position as Transaction Analysts. Our team was short-staffed last week, and myself along with four other team members worked extremely hard and also worked every day that week—yet none of us received premium pay.

I’m genuinely confused as to why premium pay would be given to only one person and not extended to others who performed the same work under the same conditions. I am a strong performer and consistently praised in meetings for my ability to efficiently clear accounts (providing context, not bragging). Despite this, I am paid at the minimum wage level while also taking on responsibilities typically handled by managers, while others on the team earn more.

This situation feels very discouraging and honestly may be my breaking point. I’m struggling to understand why premium pay would be selectively given rather than applied fairly across the team. I would appreciate any insight or perspective on this. Thank you in advance.

I started with Edward Jones in 2018 and left in 2024; I am White male with a degree in finance and two of the big professional designations. Because of DEI, I never received a Good Knight, was never approached about an RTP, and never got my own office. All the while I noticed that EJ catered to the "lowest common denominator" and gave all kinds of assets/handouts, RTPs and offices to "persons of color" (an Edward Jones' term), female FA's and the "alphabet community". All to check the box of DEI, and I can say with the fullest of confidence, it was far from earned. For those of you who do not know if an FA shares/gives assets to a person who fits the DEI mold, the giving FA receives an additional 10% compensation. They seem to predominantly hire ill-educated, sales type people.

The training was a joke; it was all sales based. I never received legit training directly related to financial planning, investment analysis, portfolio management, etc. I learned all of that on my own through designations like the CFP, CIMA, and CFA Level 1. The culture is definitely a "cult" and talk about "fake friendships". It was definitely a weird social environment. Early on I stopped taking TAP trips, going to summer Regionals, and all of the other mindless meeting/events that EJ holds. I forgot to mention, I was offered a failing office from an FA that was terminated. I knew that FA and I knew how horrible to book was managed and wanted to nothing to do with it. I turned it down and they took it SO personal. If I would have fit the DEI mold, I would have been handed a "gold mine". I saw that on many occasions. It didn't really bother me, I believe in a meritocracy. I wonder how the clients would feel about it??

Anyways, I built a book from zero to Level 9, producing $850,000 in a 6-year time period. I took a million dollar check to transfer to a sophisticated firm and have transferred 85% of my book. The remaining 15% can stay put for all I care. It is nice to be around legitimately educated people who understand capital markets, investment management, and financial planning. This firm values quality over quantity and there is zero DEI cr-p. If you have formal education in finance, economic, business, etc, EJ is not the place for you. I stayed for longer than I should have due the COVID lockdown. That slowed my exit by about 2 years.

do analysts get a bonus? anyone have any insight?

Having a job at DXC where I haven’t gotten a raise in four years effectively means that I’ve been taking a pay cut each year due to inflation, and my work has just been increasing. I can’t think of a single person outside of those at the very top who can be considered “lucky to have a job” here.

15%-30% pay cut in the form of variable pay - to maintain QoQ profit margins ?

Did anyone else notice how much smaller the end of yesr bonuses were?

Or do I just need to sit in my car again and collect OT to make up the difference. Either way I get paid

I know you guys have been playing with the bonus money. What does it look like this year?

H1B Salaries are expected to be raised in next 6m. Expect a bump up from 150K min to 210K min. the best ones who are getting around 180K should be given salary of 240K+

Now with above salary raises coming, does Oracle plans to give more money to H1B or retain US employees in their layoffs. All through these years, Oracle has fostered H1B so they can give low pay.

How long does it take to get the actual severance payout, once you accept the agreement? I was RIF'd in September, received and signed the agreement at the beginning of December but there's no information on when to expect the payout

all the thank you notes from the top of the company. but vps and under are still always in a 24 x7 panic, blame game mode. in the team, how much if they up the grade vs exceeds meets , ive been here 3 years..last year when the company was doing well. they gave me peanuts, this time how much can i expect? meets - 3k , exceeds 7k?