Worked my a-s off last year but my manager gave some of us <80% for our bonus percentage. Is there any appeal process? Manager is refusing to provide any reasoning and we never had any clear objectives since they never did their job to create them.
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there used to be cynical signs in the cubes that ended with: reward the non participants. so true.
Besides the performance factor, some people also had higher targets, since they were HTHD. Those of you who met your objectives and actually contributed to the company's profits, gee thanks. So much for One Ford - on to Next or +.
I understand the new system. I don't understand how they willingly took from the retirees. There was not a PR not any objectives for a basis. They knowingly stole for themselves. Retirees should have been common calculation.
Seems like Ford will have one more Class Action to handle.
Dude, it has nothing to do with 'woke' culture. It's exactly what two other posters here have said:
Fit or Git
(love that one lol. Never heard it before)
And
Perception is everything.
Agree with everything leadership says. Any disagreement has to be worded and arrived at so that the leader thinks it is their own idea. But be careful with that. Better off just being an echo chamber.
And it's not just your leader that has to 'like' you. I once missed a TA because other leaders didnt know me well enough - I was on a launch assignment at a plant for over a year and had no way of 'campaigning' for myself back at corporate. My people leader said that when the other LL6s voted, they voted for the people they 'knew'. So you have to try to kiss you-know-what to as many leaders as possible.
This is terrible for dependable introverts or 'typical' engineers who may not be extroverts. But that's the way things are going now...
In next post….
Not whole culture…. Woke culture
Remember… at Ford Motor Company, perception is everything.
Promise everything.
Agree with everything.
Tow the company line.
Appear to work hard and be dedicated.
Look busy and walk around, talk to people, ask if they need help.
Ford should have acting school experience as a prerequisite.
I’if you want to up your game even more you can identify as a whole culture or diversity candidate.
Surprising that the company doesn’t understand why it’s failing. Many of the promoted people follow the above playbook.
I’ve been around almost 30 years and the acting never ends!
Fuzzy math my friends...always has been and always will be.
Fuzzy math the way we pay suppliers.
Fuzzy math the way we get government credits.
Fuzzy math will be the only way the lions win a Superbowl.
Follow the money.
I got 120% but a team member I work with got less than 100%, he didn't say how much less, but I have direct input into his feedback and I know it was very good.
LL6 & 5 ARE able to adjust individual percentages based on what's in the pot and who brings the most value.
Didn't anyone pay attention? All year we were told the new system was going to be totally based on how much value you bring to the group and that if you didn't bring as much value as someone else YOU WILL HAVE MONEY TAKEN AWAY. This is not news. I can tell you I EARNED my 120% and definitely see where it would have been appropriate to take from others as they didn't work as hard nor contribute as much.
Last year my percentage was 140%, and I can only assume the percentage shift lower was due to the process change. I'm sure I started at 80% like everyone else, as that is the new baseline.
You most likely to be cut this year! ( please let me know if I was correct )
Ford doesn't value hard work, very deep culture, very hard to change.
some people here posting strong opinions here, obviously never have worked at ford based on the stories they tell.
I was laid off in August 2022 and today, received an auto-deposit for what must be AICP therefore its being paid. I also know how the system works, was an employee for 2 years.
Your manager can only influence the AICP (aka bonus) by the review they give you.
Most people will be in the "average category" (I forget what it was called). Based on that and the formulas used for everybody, your payout is determined. Your manager would have to give you a bad review to cause your AICP to be cut. If they can justify putting you in the high performer category then you'd get a bit more per the formulas.
They could have done that with me since I don't work there anymore but a manager has no incentive, no reason to do that to a subordinate just to reduce their AICP ... FOR WHAT? The manager I worked for wanted to see that he people got the maximum - that way they are motivated, work harder (in theory) and make him look good!
You just have to look your director in the eye and say, “I deserve a standing ovation” and that will usually help.
LL5s and LL6s make 90% of the decision on bonus. The folks above moderate but generally by less than 10% each way. I.e. LL6s recommend 85%....and that person's final is going to be between 75% and 90%. Where you sit on the curve is very much determined by your supervisor and manager. The pot the dept has to split is determined by the Chiefs and Directors, but the spot on the curve is almost totally fixed by your ll6 or LL5s.
@kxi, are you the same troll who commented about EV brakes? Your cluelessness is showing.
LL6s set the bonus rate, and levels higher adjust.
Farley set expectations for 80 or 90% to be the baseline. It's a BS move that only demoralizes.
You guys are so clueless. Or maybe wishful. Likely not even an employee.
Individual managers don't control anything. All compensation is done by an algorithm that suggests compensation based on current salary and rating Then what's called related work groups has some influence within a constrained budget to adjust. An individual manager can suggest something but a group has to consense on it. And giving someone money takes money from someone else. It's not an unlimited pot.
Your manager can't target you and can't blindly reward his "friends" .
Time to fire your manager.
It is a big ocean. Plenty of better spots elsewhere.
Management always had the lever to dock on an individual basis your bonus. If you got less than 100% it was not good and it was discussed in the series of round table discussions for bonus TA(forgot name of meeting) to dock and what % to dock. 10% dock you superior didn’t like you and sent you a message and no one got 10% dock unless someone really pushed for it. But hey it’s free money (I guess) don’t look a gift horse in the mouth just re evaluate your goals in life
@OP, are you in CV? I heard the LL3 over there screwed the people that aren't his friends to give bigger raises to those that are. Specifically the fast food scarfing, cheap beer drinking suck ups that don't really like him but pretend to because he pulls cr-p likes this for those he likes.
And even though he's a buffoon that is gets away with s-xist overtures, somehow he keeps his job despite those antics. SMH
I transferred out of his org just to get away from him.
@OP, as another poster mentioned. Managers right now can adjust/lower your AICP without giving a justification. The most they will give is bullsh-t vague reasons like "your performance is decline. You did not meet expectation". There is no way to "appeal".
This is another perfect tool for managers to play favorite, and to retaliate/punish those that they do not like. How Sad!
If anyone received less than 80% for their AICP they are on People Leader radar for the next round of terminations. If you are happy waiting for the severance $$$, ride it out and take the money. If you are young and the severance is not relevant then start looking for a Company that will appreciate your work.
They are telling you something w/o telling you something. Sucks. This is the new Ford, the spoils go to friends and family. The quarterly check-ins are a way to push folks out the door. You can potentially deliver all you goals by the year end and be off track for a quarter or two, goes what, declining performance.
An appeal process? You gotta be kidding me. Wisest words I ever heard "FIT,OR GIT. What did F Gump say? Stu---d is as stup-d does? Take another hit off that crack pipe.