#compensation

Bragging about your Safari and telling your employees "everyone should take their family on Safari" Meanwhile, you don't pay your employees enough to take their family to the zoo. He gives pathetic merit increases to the hard workers yet he's out living the high life. The rest are just trying to figure out how to pay for groceries and gas.

no more pension, no more work from home, lower pay than competitors, no longer a chill place to work with Joe Park pushing for rapid innovation. Forced to live in Bloomington IL if you want to get promoted.

Literally all of the reasons that made SF a somewhat appealing place to work are gone. if a young person is looking for a place to work they should just go make more at a big bank. SF will just be older employees building up their pension until they retire and are replaced with AI/ HCL contractors overseas.

In light of inflation, average 3% ?

As somebody who left a month ago, let me tell you, the grass is definitely greener. I'm getting the same pay but better benefits and less stress. So much less stress. If you can jump ship, do it. Life gets so much better.

Hopefully they have come to their senses and bring back a strong centralized Enterprise Architecture team. The lack of high level forward thinking vision is staggering. Most rank and file engineers can only think about the story in front of them, like it or not Architecture is needed. Historically the problem was they didn't attract the right talent because pay was too low, these new architects should be compensated like VPs.

Not sure if this helps but here it goes anyway, for folks in IT it may be useful gauge - this was filed with the Department of Labor, source listed:

• 2026 - Sr. Analyst, Sales Planning - $106,000-$120,000 - Chicago, IL
• 2026 - Senior Scientist, R&D - Packaging Development - $88,000-$105,000 - Glenview, IL
• 2026 - Staff Architect, Modeling & AI Capabilities - $172,200 - Little Elm, TX
• 2025 - Data Architect - $130,000-$160,000 - Chicago, IL
• 2025 - Business Intelligence Manager - $120,000 - Chicago, IL
• 2025 - Digital Staff Full Stack Engineer - $150,000-$180,000 - Raleigh, NC
• 2024 - Staff Data Engineer - $135,000-$170,000 - Chicago, IL
• 2024 - Group Lead, IT - Cloud Engineering - $165,000-$180,000 - Chicago, IL
• 2024 - Senior Manager, R&D Agile Disruption Innovation - $115,000-$130,000 - Chicago, IL
• 2023 - Senior Manager, Product Owner - LightSpeed - $146,827-$150,000 - Chicago, IL
• 2023 - Senior Manager, Product Owner - LightSpeed - $135,000-$150,000 - Chicago, IL
• 2023 - Brand Manager - Snacking, Hydration, Tomatoes - $135,000 - Chicago, IL
• 2023 - Scientist, R&D - Analytical - $85,280 - Glenview, IL
• 2023 - Associate Director, Head of Global Finance Analytics - $182,000 - Chicago, IL
• 2022 - Digital Cloud Engineer - $145,000 - Chicago, IL
• 2022 - Senior Business Intelligence Engineer - $125,000 - Chicago, IL
• 2022 - Sr. Analyst, Data Engineer - $112,000 - Chicago, IL

https://h1bhq.com/search?employerSlug=kraft-foods-group-brands-llc&pageSize=25

Whats the severance package for folks being canned? Does anyone know?

So, they want employees to provide their performance self review? Seems like a HR trick to use the self review against the employee by twisting it to justify why pay increase wasn't what it could be and where there is room to improve. Seems that on a scale of 1-5, why would anyone put less than 5 if this rating has any weight on their paycheck?

I’ve been a Pharmacy Manager with Walgreens here in West Virginia for a long time, and I’ve always tried to do whatever was needed to keep things running. I’ve worked countless shifts in a row, picked up shifts at stores that weren’t even mine, covered when we were short, and tried to be someone the company and my fellow pharmacists could count on.

Recently, I found out that a new staff pharmacist coming into my district is starting at a significantly higher rate than I’m making, with more PTO as well.

Honestly, that hurts. After years of showing up, making sacrifices, and putting the needs of the stores ahead of my own, it’s hard not to feel like that loyalty means very little.

I never expected special treatment, but I did expect that years of hard work, experience, and commitment would count for something.

Thanks, Walgreens, for the reminder that sometimes you can be too loyal for too long. I hope he’s worth it, because now you’re losing three more.

West Virginia pharmacists deserve to be valued, respected, and compensated fairly for the work they do.

Anyone notice the salary grades seem to have lower maxes? Policy portal says it was updated 2 months ago.

Given everything that’s happened recently, does anyone know how promotions and compensation increases will work this year? Has there been any communication on when these conversations will happen?

CEO to median employee compensation is over 120:1... keep busting your a$$

I am seeing these postings in my area pop up on job search apps and remember seeing them pop up from time to time.
If anyone has worked this position please give me the honest pros and cons and expected earnings.

They only want cheap hard labor.

Why is our CEO getting massive bonuses again? Where is the “shareholder value” in losing investors money???

Comparison of $1000 invested 5 years ago

JPMorgan Chase (JPM): $2,040 (+104%)
Citigroup (C): $1,861 (+86.1%)
S&P 500 (SPY): $1,778 (+77.8%)
Bank of America (BAC): $1,734 (+73.3%)
Wells Fargo (WFC): $1,729 (+72.9%)
High-Yield Savings: $1,220-$1,246 (+22-24.6%)
PNC Financial (PNC): $1,128 (+12.8%)
U.S. Bancorp (USB): $971 (-2.9%)
Key Takeaway: JPMorgan Chase significantly outperformed its peers and the broader market, while the S&P 500 would have beaten most individual bank stocks. The high-yield savings account would have provided steady, predictable returns but lagged behind the best equity performers. U.S. Bancorp was the only stock in your list that actually lost value over the 5-year period.

Team,

As many of you know, we are navigating an unprecedented convergence of commodity headwinds. Aluminum prices have skyrocketed. Diesel remains stubbornly uncontrollable. Inflation continues, regrettably, to inflate.

In light of these macro realities, we are making a few adjustments that we're confident will bring us closer together as a family.

Compensation: There will be no raises this year. We know you understand.

Effort: We need everyone to work significantly harder. To be clear, this is not related to the compensation update above.

Travel: Effective immediately, all business travel is suspended. To support this, we need each of you to travel to the office. In person. Regularly.

We recognize many of you accepted remote roles and relocated based on our assurance that you could live wherever you liked. We stand by that. You can still live there. You just need to be here.

Vehicles: To help with that commute, we are reclaiming the company vehicles provided when you accepted your roles.

Every one of these decisions was made with a single goal in mind: helping you become an even better employee of the company you love.

Thank you for your continued sacrifice. We truly couldn't do this without you. Literally.

Leadership

Jobs need to understand that the ONLY way to make me feel appreciated is to pay me what I’m worth. That’s it. No amount of “lunch on me”, t shirts, or “team building” is going to cut it.

https://x.com/MissisAngele/status/1409543812830093313

It is being split into 4 years instead of 3. Total amount rewarded is much lower and, it is tied to performance. Dan needs his bonus people!

Here it goes:

Layoffs, Job Security, and Workforce Strategy

• How can employees stay positive under the constant threat of job cuts?
• Should employees expect further workforce or organizational changes?
• Is Dell planning to be sold?
• Is Dell preparing for a spin-off?
• Did these employees leave voluntarily or leave to spend more time with family?

Morale, Engagement, and Retention

• Lean into what, exactly?
• What are employees supposed to be engaged with under constant uncertainty?
• How can Dell improve employee morale and incentives given the lack of U.S. promotions?
• What are the biggest employee concerns leadership is hearing right now?
• What is leadership doing to improve morale, retention, and workload?

Promotions, Compensation, and Rewards

• After record-breaking quarters, how does Dell plan to compensate the employees who made them possible?
• With the stock price at an all-time high, could executives give employees a few extra thousand dollars?

Offshoring and Backfills

• Why are backfill positions consistently being moved outside the U.S.?

Leadership and Management

• Will Eric Day be able to handle criticism about his actions?
• When will Dell remove ineffective managers and leaders?
• Which SmartPrice leaders are gone?

Technology and Operations

• Who is responsible for rolling out the ODW for CSG?
• What is going on with iDRAC?

Workplace Resources and Employee Experience

• With Dell making billions in profit, why can't employees have trash cans at their desks?
• When will JC's T-shirts be available in the company store?

It’s difficult to understand how DXC can increase customer fees in line with inflation, while at the same time employees are expected to absorb the rising cost of living without meaningful pay increases.

When businesses ask customers to recognise increased costs, surely the same principle should apply to the people who deliver the services and keep the business running.

With layoffs now affecting colleagues, it’s a particularly difficult question to ignore: where is the recognition for the employees who have continued to deliver?

Shouldn't we get a piece of strong oil prices and profitability?

Oracle states an additional $700mil operational cut during earnings and then we see Larry, Clay, and Mike got a combined $1Billion compensation packages this year. That is F@$Ked up.

According to Reddit capped out TMs will no longer get bonus when theyre JD is due. They get nothing now at all because Amazon is forcing them to move up if they want more money

Thread to discuss salaries anonymous so it's good to get a ball park discussion amongst all

Feel free to participate and see if this thread gets some traction. Use the most recent numbers

Senior staff, 160k base, 30k bonus, No RSU

I'm doing some research before I have a compensation conversation and I'm a little confused. Is there a way to see the approved range for a particular Waters role? For example, if there are geographic adjustments, I'd like to know how those are reflected.

2024: G8, 10% merit increase, no RSU
2025: G9 promo, 10% merit increase, no RSU
2026 (different manager): G9, 2% merit increase, no RSU

Is this a normal progression? Genuine question as this is the lowest merit increase I have seen and ever gotten

Is anything going to come from this integration? Does supply chain pay drop to procurement or procurement get bumped to supply chain curve?

Does anyone know what the he-l happened to the IPF calculation? What the heck did Cisco change specifically? I have a split of people getting decent IPFs, but quite a few people getting absolutely sc--wed too.

Any views on the new monthly pay set up coming.

A senior well respected technical engineer who I look up to recently told me he hasn’t had a meaningful raise in more than 10 years. He is late career but not beyond normal retirement age. Is this normal!

In a recent forum an executive enthusiastically talked about quadrupling the share price and getting investors to value our company differently. I am sure he is excited sitting in his pile of RSUs. But he forgets that for average joe employees we get nothing when the stock price goes up. Heck they cut our 401k match rather than reduce their own dividend checks. Employees get zero benefit from the stock price changing.

Yes, you heard it right. Your compensation and maybe even job will depend on how much of this garbage you repeat.
Yes, they are the worst batch of leaders NM has ever seen.
Yes, they spent millions of dollars and over a year to dream up what you just saw.
Yes, it was absolutely underwhelming.
Yes, they gave you absolutely nothing new.
Yes, there is no way this will work.
Yes, NM is in huge trouble.

I got hired and been rockstar for the last 3 weeks. I’m getting great feedback from the cross functions teams and manager. I don’t get why the promotion hasn’t hit yet. I brought this up to my manager and he keeps saying it’s too soon.

That’s ridiculous. If they want me to work a 3 person job then they need to compensate me for it!

This company is filled with lies. They said I’ll have a great career here at my interview. It’s more like a dead end job.

G10, 120% IPF, no merit, no RSU this year

Last year, 122% IPF, no merit, but at least gave $20 RSU

i was just told this morning that we're on ANOTHER DRAW for Q2.
so no settle check.
when am i going to get paid correct? i hit 103% in Q2

Are laid-off employees getting severance? How much, based on your tenure?

Enjoy your 1% raise that Amazon so graciously gave us peasants
Find it under workday compensation changes if you want to look at it

I see many b5s having the same exact responsibilities as b4s. I’ve heard you don’t even get that big of a salary bump moving up to b4, if any. This is unlike any company I’ve ever heard of. It seems it’s either you’re a band 3 or a peasant. What is going on?