DISGRACE!!! Top Performer / 1.75% raise / 101% bonus
Who determines BPI and bonus amount?
HR? Manager? Or both?
Should i say something to my manager (arrogant/incompetent) or do i talk to HR partner?
15 replies (most recent on top)
@1fj+1jmgd5gw2 yes, unless the payline is adjusted upward as a result of market review
I received a lump sum in lieu of a base pay increase so I am at top range of my band/title If I don’t get a promotion or title change, will my base pay be frozen again on my next review?
@186+1jmgd5gw2 this is not true at all for base pay increases. HR sets them all. The manager doesn't even see them until communications come out.
The funding is determined by HR, then the total amount is provided to the departments until your direct boss recieves his total piece. He decides how much each person on his team receives. Anyone not as penetrated within the pay tier is normally given a higher percentage, no matter whether deserved or not. If highly penetrated, normally a smaller percentage. Some leaders, term used loosely, think it makes them look good if they return part of the funds back to HR. Complete dopes, because their boss just takes that and provides to others on his team. There are so many mo--ns involved in what should be a simple process.
A. You must not have been with VZ very long because the manner of determining BPI and STI has been the same for years…
B. If you were indeed a top performer, you would know the answers to your questions.
- BPI and STI have been algorithmically determined by HR with no input from Director managers for close to a decade and BPI is very much dependent on whether your current pay is at or above market (vaguely referenced by HR, but never defined).
Fake! Sometimes I feel that people make these gaslighting posts to find out how much people actually getting ..
@a4+1jmgd5gw2 very minimally. It's more based on where you are in your pay range. If you are already at max, a top performing will do nothing. You would get a lump sum instead of a raise. Top performing would help if you are below midpoint. For STI, rating is everything as your funding is based on that and the range potential is based on the funding.
5% at my job but I work somewhere other than Verizon now.
Lies. Only way this even makes sense is that you have been the same role forever or just came in externally and is near the top of your pay grade amongst your peers. BPI is determined by HR/ Comp. Mgrs have zero input other than rating. Also, your STI comment is not true either. No need to lie to have friends
Only say something if you want to be added to the problem employee list. They don't care about us, shareholders are all that matter.
The only thing that is motivating at VZ is keeping your job. They do not reward good employees with increases. All formula based via HR. They can't understand why moral is low
@a4+1jmgd5gw2 - not quite correct, correct me if I am wrong here
I agreed with you that
STI - your management team.
BPI - HR
But after year end performance review, your manager rate your performance , so based on your Performance Rating, it may increase or decrease your STI
Also based on your Performance Rating , HR set your BPI accordingly
therefore your manager do have determination factor on both STI and BPI
It's literally impossible for a manager to drop STI below 120% for Top Performing. Comp determines BPI and it is not in the manager's hands.
No way you got 101% with top performer. Those were funded to a minimum much higher. Why lie?
STI - your management team.
BPI - HR
You can say anything you want. It won't change a thing.