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!
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@md Motley Crue
Did starting targets for each band stay the same?
@pw and the total amount is now peanuts
it's official - 2 grants per year, spread across 4 years, tied to individual performance
What band is a Network Engineer?
Band 5 and up awards are very lucrative and they increase exponentially by band. Those higher ups do all the work (lol), so they get the most rewards. Band 6 and below awards are pennies compared to executives. Also, Band 5 and up get LTI as well. Been this way for years.
Amazon style vesting. 5-15-40-40.
@h7 sc--wed as in no longer getting RSUs?
Band 6 and below got sc--wed while Band 5 and above are enjoying full RSU & PSU.
Not too many people are realizing that total payout is 25% less (first year) and of-course dividend loss for past 6 month & any gain.
Dan's focus is only stock and $4B is already spent this year and stock is still at $46.
60-70% of transformation drama is done and rest 30% is left. Other than large scale rebadging + some more cost cutting (STI , medical premium, Layoff) , nothing is on the table which would drive stock up
Good luck guys !
'actual' employees should receive RSUs and STi. Associate Directors and above should be excluded from any such compensation. Some Senior Managers treated the 5-minute meeting to go over 'your' numbers. Didn't matter whether one achieved generic goals. No one took it seriously for over a decade or more. Some Analysts I-IV across the landscape barely able to do their job got rewarded yearly for showing up.
In 4 years I'll be with another company getting a more robust compensation package.
Less for workers and means more for the lazy do nothing circlej--kmanagement.
Lesser benefits each year. A company on the decline.
As usual new Dan game with his Paypal buddies and employees will SU-K-together. Another loss in benefit package, move in direction of Level-OUT.
no
Will the employees at "Frontier a Verizon Company" be getting RSUs this round?
@OP lots of better companies to work for way better benefits. this is ridiculous.
I did a HR answers today and they still stated “as October 1st slowly approaches” they will have more answers as of 10/1 so we still don’t have answers
newbie here. does the Employee Stock Purchasing Program still exist?
all eligible employees will get an ecard on Oct 1 ..rest all mentioned below is correct - 4 yrs, paid twice an year starting apr 2027, tied to performance of last 2 years combined
Heard the exact same from my SD. Tied to performance, vests over 4 years, pays out 2x per year (April and October)
RSU was not tied to performance. It was tied to title and job family. STI was tied to performance. Now the old profit share was tied to company performance before Hans. 6V and above only gets stocks now. All below still gets cash out
@a1 personal performance aka your yearly review
There is a performance modifier...
@a1 💯
@OP Wasn’t it always tied to performance? 50% on company performance and 50% on employee performance. That’s not new. The new part, if this is legit, is the award reduction (which we all should have expected) and the 4 year vesting (25% per year) versus 3 year vesting (33.3% per year). Nothing has been announced so this all still needs to be confirmed.