Any people managers in here want to explain how those are allocated. For example does a manager get x amount of shares that they can give out to their team how they want? and at what point is that usually decided, now, nov, or right before YE conversations? Are share amounts driven by your grade or is it just driven by how much your manager likes you and how much they get allocated to give?
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@g6 15%. lol. I just sp-t out my coffee.
@g6 you will probably get around 3-5%
@g6 lol good luck with that.
@ax When does pay get decided? I want to ask for a cost of living adjustment of 15%.
OP here, Thanks for all the info everyone. Its interesting to know the process this was very helpful
Never heard of P shares. Everything else that people said here is right. The rating determines what is prepopulated in comp planner. If you want to change something, the higher up manager makes the ultimate determination.
@ax all the values are pre populated. we can adjust them. our direct manager then adjusts to get the under budget at their level.
@bg You forgot P shares that VP+ are eligible for (along with I shares). These are the most lucrative of the 3 types.
Shares, like all pay, is in process right now. Might even be done now. Some small changes may come later but the majority is settled first week of Oct or so. Performance ratings start in August and are locked well before the end of the performance year.
They are extremely based on performance ratings. Share amounts are pre populated , both the amount and the recipient by the almighty powers that be. Managers are not really encouraged to make any changes there.
There are two main different types of shares, one for director and above (incentive shares) and another for 6s and below (chairman's shares). They work differently and are awarded at different rates.
Chairman's shares are really only awarded to very high performers. You can be an EP and still not get shares technically, although maybe uncommon. It feels like the quantity of shares and the quantity of people they are given out to is going down, YoY. Maybe 25% of people get a chairman's share award. Maybe even less these days.
Incentive shares are more readily available but that's because they are considered more like a normal part of director's comp. Some directors salary may not be any real higher than a 6 but with incentive shares, the total comp package is better.
There's a yearly published range of min and Max shares someone can be given. Over the past few years they've been very specific they don't want "peanut butter" approach. While a manager may have some wiggle room historically, that's largely gone. The min award amount would stop someone from taking a share award from employee A and splitting it across employee A and B.
While in theory, managers have some say, policies and practices mostly dictate that whatever is selected as pay from on high, gets passed down with very little manager input. Outside the expectation to “own the outcome” that is
You guys think managers have a lot more power than they do. There’s a tool called comp planner that gets pre-populated with your salary, recommended bonus amount, and recommended amount of shares. This is all calculated by who knows who, HR I guess? And it’s based on your performance rating that was entered in August. Your manager has a little leeway to say hey I want to give this person more shares or a slightly higher bonus percentage, but then someone else gets less. So they can make a few adjustments for their team but basically it’s all already decided, and their manager has to approve any changes. Salary, I don’t think they have any discretion over at all.