130!!!! To GM 114
Where are you haters? still gonna quit lol
23 replies (most recent on top)
@mr No, that would be a form of accountability which is not something we believe in as a company.
Is it true that one of the personal multipliers for our individual bonus is going to be reduced with what your compliance to RTO for the year was?
I have seen the bonus reduced up to zero for those let go for poor performance. My LL2 last year did not give anything to those that left even as retirees.
If the bonus is what keeps you, then you have some other issues to work out.
@ck the pertinent phrase is "elligible to be considered"... who does the considering? the mangement that decided you get the boot? I'm not holding my breath for anything...
@ck I saw that on p 11 too. It clearly stated to put one's pants around ankles, hands on knees, smile and say "Thanks for the Bone A$$! Better than having to continue your career path @ FMC and having to swallow continuously!
@OP "still gonna quit lol"?
I will quit the week after the bonus hits my account
They would have to pay you the pro rated bonus because it was part of your compensation..but if you were let go for documented poor performance during that year then potentially they'd have some argument to significantly reduce your bonus. I don't know how much authority the PL has to adjust it down for bad performance. Usually the people leader adjustments affect their other employees so they can't give an outsized boost to one person or others have to be reduced.
@cf
I wonder the same thing because I was let go in August. I've always heard that in these circumstances (it's on p. 11 of the CTP document), we would be eligible for a prorated bonus, but if we get anything, they will typically choose a very low performance factor and then spread the remainder to other team members who are still there. My guess is that we will get anywhere between zero and 50% of the prorated amount.
The wording is very wishy-washy. Here's a copy/paste:
Annual Performance Bonus / Ford Motor Credit Flex Bonus Rewards (FBR)
If an Annual Performance Bonus award is paid for the year in which you separate, you will be eligible to be considered to receive a discretionary award commensurate with your Leadership Level/Salary Grade, as adjusted for individual and corporate performance and prorated for the number of months you worked in the plan year. Your award payment for the performance year in which you separate will be paid at the
same time active employees are paid their Annual Performance Bonus awards, which is generally mid-March of the following year. The award payment will be made net of tax withholding in the same manner as your paycheck.
You will not receive an Annual Performance Bonus award for any months you participated in the Ford Motor Credit Flex Bonus Rewards (FBR) plan. If you are an FBR participant, you will be eligible to receive an FBR award prorated for the number of months worked in the current payment cycle, subject to all award calculation provisions. Your award will be paid at the same time active employees are paid their
FBR awards. The award payment (net of tax withholding) will be made in the same manner as your paycheck.
The Annual Performance Bonus/FBR payments will be forfeited if you do not return Company computers/iPads within two weeks of your separation date.
Eligibility for Annual Performance Bonus/FBR is not contingent upon signing the waiver and release agreement.
@cf a bonus is paid to current employees so they stay instead of quitting, why would they ever pay a bonus to someone who doesn't work here?
@c9 on target is actually 90-100% according to our HR drones. you will only get 100% if you are at the high end of on target.
Anyone on here have experience with getting the prorated bonus as part of the severance package? I was one of the unlucky ones let go last May, and now that I see that there is actually a bonus being paid out, I’m just wondering what are the chances I’ll actually get one. And if so, who decides what my personal performance factor will be?
@c8 what silly math is this - on target is 100% (ie target)? Oh that’s right HR math says on average we’re all poor performers so multiply that by 80%, good motivation strategy.
That’s ok. It maybe 130%, but that’s for those who get 100% on their performance review. In other words, the elusive top acheiver. Something we have been told is very rare. Instead most of us will see around 60-80% of that 130%.
Yeah but once every 10 years? It was crazy at GM when they gave 200%.
Salary x level rate (e.g., 12%) x 130% (plus performance adjustments - could be more or less)
100k x 12% x 130% = 15.6k (assuming no adjustments)
How does the math work? Say you make $80K. What's your bonus? 80 * 0.13?
@a4 both, this is Ford
We may have beat their percentage but the targets are much higher at GM for the same grade equivalent.
Very surprising. Makes you wonder what's going on...
That was surprising. Do you think there will be a headcount reduction before this, or a reduction in performance factors.
For once, I’m drinking the Koolaid for a day. Then tomorrow back to being wary.
That was very unexpected great news