#meritincrease

Merit pool is horrible this year. A lot of 3's are getting close to nothing and then they expect to score high EXI. Feel bad for gl 26 and below because they were supposed to get consistent raises but now they lose out on RRP and only get 1%.

What is everyone’s expectations on merit increases in the new fiscal? Mine, next to nothing.

Looking through my team tonight, it appears that we are nearly fully funded. Merit is 2.5-3.0% and bonuses at 100%. Stock seemed a bit lower, but not too crazy.

I didn’t have a meeting with my manager regarding my bonus or merit increase, and I was wondering if anyone knows when the deadline is for those discussions. Will a compensation statement still be released if there was no bonus or merit increase? I found this a bit surprising, as my year-end review was “Meets Expectations” and the feedback throughout the year was very positive.

I can't wait to see what my rating is, and I really look forward to waiting till July to get my increase. It is fun waiting and getting another opportunity to have a second touch point with my boss instead of getting my raise at the beginning of the year.

So if you’re above 110% of midpoint of salary no merit increase?

Anyone else get this? Review was good. I usually get the standard 2% ish. This year, "overridden" by upper management (whomever that is), down to zero percent. No PIP or anything. Just no raise.

I know plenty who received no merit because of that forced rating

It was just announced that the Teradata ELT, in their infinite wisdom (or more accurately lack of wisdom), decided unanimously to forgo merit increases (salary adjustments) for employees this year so that that money can go to hire new AI-based experts. My guess is that this really means using the money to hire more VPs and SVPs and fund those salaries with raises that should go to existing employees. Never mind that everything keeps going up in cost, and Teradata insists on charging their customers CPI to keep up with inflation. It's pretty obvious that they don't care about your salary keeping up with inflation.

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.

It opened today for managers, correct? How are things looking in RMC?

We work for one company, Retail can't function without IT yet every year they get 30% - 50% more bonus payout. This year will be an even bigger slap in the face with IT getting less than half of Retail along with a measly 2% merit increase, promotions canceled, American IT jobs displaced to India, and layoffs in Q1. Why pretend RTO is for collaboration? It just makes leadership look dishonest.

"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!

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. “

I received an end-of-year promotion but the % increase is barely larger than the typical merit raise. Anyone else in the same boat?

It’s clear that merit increases are less now for remote workers than onsite, but anyone know for sure about bonuses?

No matter how well you were ranked this year, no merit raises for next year (effectively a pay cut if you factor in inflation). A whole year of trying to care to essentially be told I was d-mb for not doing the bare minimum. We all know that John May has said he's never going to pay someone to quit ever again, so how long before he decides to not pay us in a layoff?

Can anyone confirm what these differences are in the remote vs hub merit pools? Does hub get more, or does remote just get less?

I’m seeing a lot of anti-HBA sentiment on this board. As a leader who has both St Louis and HBA folks on my team, I thought I’d share some insight.

It’s not that great being an HBA. Though there is flexibility, they take a hit on compensation. The merit increases are based on St Louis cost of living. St. Louis is much more affordable than most other metros. So, what that means is HBAs have not seen any real salary increase. Every year, they fall further behind due to their local cost of living.

Just wait when the low low merit comes and the lowest AIP you have ever seen get communicated. Wont be long

Anyone else hearing there will likely be no merit increases next year?

Don’t expect me to strike for a contract that fu--s over new members at every turn. I will continue to work BAU. I couldn’t care less about retiree benefits. Meritocracy is the only fair system, seniority doesn’t mean sh-t to me. Take the package and enjoy your pension.

anyone get notified yet on if you’re getting a grade bump? assuming directors have either approved or are reviewing nominations

For two years straight I have not written mid-year or year-end comments for myself and it’s had no impact on me. I am a director reporting to a senior director. I write constructive comments for my directs, but I just don’t care and feel that no one ever reads my comments anyway. I just feel like it has no bearing on the 1.25% merit increase, so why bother?

Town hall seemed to say everyone is going to have a 1 on 1 with their manager this month to talk about their future. Surely wouldnt bother if there isn't bad news to break.

Also no merit increases again, su-k it up.

Who else finds it shameful and offensive to employees that Ricoh has can spend millions on a useless Dealer meeting in Nashville (following Printing United) amid a freeze on merit increases and rolling layoffs? Who are they kidding?... Most of what was presented - except for A3 MFPs and Brother-A4's cannot even be sold by their Dealers.

Sycamore is mandating a four-day commute to Deerfield starting in February, which significantly increases out-of-pocket costs for employees, especially those who commuted to OPO previously. Yet, despite 3% inflation over the past year, salaries are not being adjusted - not even to cover a basic cost-of-living increase. What a slap in the face

Anyone in planning or any managers have any insight on if we will be getting raises at the end of the year? And if so, how much? 2%, 3%?

Has anyone heard that analysts may be guaranteed a certain salary increase and such increases are higher than what the officers of BNYM receive?

https://________youtube____.com/shorts/J8HUO4WWuXM?si=48KPE9CuB84_L8Xg
When HR got rid of proper performance reviews, when they got rid of individual merit. When they began to believe that the manager was more important than the individual contributor in delivering what was required....

Don't forget to fill out your common review to highlight all your accomplishments over the year and also submit your peer reviews. If you go above and beyond and are a high performer management will reward you with a low merit score of a 2 or 3 and give you no bonus only to give 3 and 4 scores to those who kiss their behinds and are their favorites. Then place you on a CAP if your lucky only to lay you off. Also, please fill out your survey as they care about your feedback

Since I know Fiserv leadership has watchers on this board...let's make this an option next year. Just finished reading an article that researchers found employees would accept a lower wage in exchange for remote work. Fiserv could save some coin on merit increases if they allowed employees to exchange some % for remote work flexibility. What would you exchange for more remote work?

October 2023 : “ By 2026, Xerox projects a rise in operating income by at least $300 million (€285 million), reverting to double-digit adjusted operating income margins”.

October 2025 and the stock price if a quarter of what it was at the announcement time above, already having dropped by half over the prior 5 year average.

SteveB will say it is on track, he will say the Lexmark acquisition is key to the future growth, but this was not in his plan two years ago.

Does the. Lard really believe the continuing change of rhetoric from the CEO. The SLT all nod with appeasement, no one dare disagree, but all happy to take their pound of flesh and stock options ( although each time a worth less and less ).

No merit increase, frozen 401k.

What belies the future - will we get anything from the upcoming Q3 release ?

Hello everyone rebadged. Have you already had one-on-one meetings with your managers regarding merits? Will we receive the same as in Sabre, meaning the standard 2%?

How does a company with record profits not have any budget for paying their employees?! I have an IPF of 140 but there is no budget for salary increases or RSUs?! What a joke. I bet the executives all get their salary increases and stocks. Company is broken. But they LOVE US and it’s because of US. Anyone else angry at our corporate overlords that are out of touch?

What was the merit pool last year. I remember some people saying it was going to be something crazy like 10%. From what I remember it has been 2% for many years. But as I am not management I wasn't really sure.

Underwhelming
Splitting it in 2 is demotivating
Great way to push talent away

Anybody have their compensation discussion yet? What’d you get?

BU
Grade
Merit Increase
RSU amount