Management employees: YTR statements for 2020 available soon - post your % base salary increase here - feel free to include impact rating - it’s anonymous and we should have transparency in how we are being treated with respect to compensation as compared to our peers.
42 replies (most recent on top)
Meaningful Impact 5%, was a couple of hundred dollars above the minimum
3% EI and below mid-point...last year 1% and also EI...hmmmm
meaningful impact
4th quadrant
- 73 increase haven't been above 1% in years
No zone or TSR changes
Recently had a title change, barely right of center of midpoint on salary range now, 2.9%, whatever who cares, doesn't matter, none one makes any difference unless your upper echelon friends and family blah blah blah. Your Money Matters. You matter. Get Bent. Your one mouth too many being fed, and need to be surplus to help cost offset and cost savings, and cost reduction, buzzy buzzwords from buzztown. Sincerely, just another high fiber floater in the cesspool.
Meaningful Impact, 2.9%.
M&P meaningful impact just over 4% increase. Actually a lot higher than I expected. Of course I'm way below midpoint on the salary range. When I asked my supervisor about that she hemmed and hawed about the reason.
Good question on IPI, looks like you have to walk on water:-). I asked my manager about that, he could not articulate anything I can achieve. Good luck on being able to, maybe some brown nosing?
What is the criteria for getting an individual peformance incentive this year?
- 9% meaningful impact- currently well below midpoint
AT&T Business, high end of TSR, meaningful impact, 1.25%. TSR was impacted negatively by the Geo Zone change, my work area moved from Zone N3 to Zone N2.
EI rating, 3.2% and above mid point.
Meaningful impact: 2%
Lol at all of you. I'm so glad I bailed from this disaster of a company 3 years ago when I started seeing the signs of what to come. I was a level 2 with IEFS. My director at the time luckily was very honest with the direction of the company. I enjoy everyday now and don't worry about this year in and year out anymore. I came here just to see if anything changes out of curiosity.
3% meaningful impact. base above midline (midway to max, actually)
ATO meaningfully impacted 2.9%. Largest Yearly increase I've seen in a long time. Was getting 1% for years, past year it was around 2%
About the ranges. Funny how mid is max and max is just a fictitious carrot.
I’m in att business. My id–t of a supervisor feels like they have to call us so they can read our YTR to us as if we were so stupid we cannot read it ourselves. So as of Thursday 2/27 they have not released them to us despite friends in other areas of the company including one who has direct reports getting theirs yesterday. I only expect about .5% or so as I am over midpoint and since stinky said they are cutting employee costs in 2020. Gotta save the raises for the execs. I will repost when my dumb a– manager releases them to us. Or I can wait until next Monday when its posted in the salary section in Elink, not fussy anyway as I’m sure it will be small so what’s the difference. I am grateful i have a job, my pay is decent and my 401k and cash balance still increases. I sure wish they would just get the layoffs over so we can be less stressed out though at least less worried about loosing our jobs. Wishful thinking i guess
meaningful impact 0.8548. They've done me like this at least 5 years in row. I'm over the midpoint range but come on i could have gotten %3 every year if remained in the union? How do they come up with these calculations. My manager told me in meeting I will leave see the max wage scale, says others below midpoint have to be brought within range before i'll see better increases.
- 2% meaningful - also currently well below mid-point block of the TSR
@2jso- Makes total sense. As part of a management team of L1 with approximately 25 people, there were a number of people 6 with a zero % raise. In my case I was Senior man with 41yrs and age was 62. 24yrs in management. Definitely at the top of the median. Not tippy top of the bandwidth. Around 107k. But my last 3 years were horrible regarding compensation. Highest was 1.55%, .75% and the whopping goose egg. The explanation was always “I was compensated well and they were trying to bring the lesser paid managers up to scale. I always fought it and to the zero I told them they will get zero effort out of me. I’d just do my time and if they needed extra, call your the guys that got my percentage and of course to go copulate themselves. I added to tell the director I said that. And to tell him I hope he got a big fat zero too. Fook dem people.
The way the annual raise (BSMA) percentage works is that a standard percentage gets pushed down from HR - it's basically a matrix with a percentage for each performance rating (limited, meaningful, extraordinary impact) and where you fall in the Target Salary Range (TSR). The TSR is split into 5 equal sections. Everyone with the same rating and in the same TSR quintile will be pushed the same percentage from HR.
Looks like 3.4% is probably the "meaningful" BSMA for quintile 2. The higher your rating and the lower your original salary in the TSR the higher your percentage from HR will be. I don't have all the numbers this year but in the past I've seen the full matrix of numbers if you get data points from enough people.
The Level 3 manager gets pushed those numbers from HR but they have the ability to make adjustments. They have to stick within the same budget but they can reduce the BSMA for some people to increase it for others. There are limits from HR for how low/high they can adjust but I've seen numbers over 5% on the high end and under 2% on the low end after adjusting from the starting point. Some orgs just go with the HR standard across the board and others make heavy adjustments to give more/less money to specific people. If your number is a lot different from others you see here based on your rating/quintile then it's probably because your L3 or above manager made a change.
- 4% meaningful
Hey Post ID: @jez+13GWTRkU are you with HR or legal or one of the execs? Your all worried about COBC violations? Got news for you...when any executive walks in and out their office doors everyday they have already committed at least one COBC violation. And if they haven't committed one there, they've committed a violation of nature. But be assured what they are doing is what's best for them and not for the company.
- 78% for extraordinary impact, better than the 1.9% I got last year for the same rating.
Is it true that your job is safer if you stay under that midrange/midpoint? I was told that by a director a few years ago.
Ditto 3.4% (rounded) for meaningful impact. Still below the midpoint range but getting closer. More than I thought I’d get per the discussions on this site.
- 4% appears common for the folks I work with (3.395%), regardless of rating - meaningful and above
In the 90’s, 4% was standard yearly raise for a Field Supervisor with 12 Direct Reports. That was what was given. In today’s environment the standard is 2% for the same title. The crew size increased to 18 Direct Reports and the work responsibilities almost tripled. In my Management career I did receive an 11% pay raise bump when I worked on a special project. I approved 57 transfers and created 3 work crews for the project that lasted 3yrs. I will leave the Company this year. For my 24yrs as a Field Supervisor the Company has been circling the drain. It’s time to leave. Good luck everyone.
Previous post should read 3.4% (3 point 4), not 4%
- 4% - meaningful impact- currently well below midpoint of newly increased TSR
I call BS on COBC violation, i challenge you to post the relevant portion here. It’s managements way of keeping us from learning how underpaid we are compared to our d—beat colleagues. ATT cannot stop us from freely discussing our salary with anyone. It’s our business
Career Intelligence on HR One Stop lists the salary range per each Management title US and overseas title and per GEO code in US so why are you saying it is a COBC violation and ATT works very hard to prevent anyone from knowing salary structure??
The change won't affect severance. It's based on salary plus at risk at 100%
In Retail- I know we’re not liked, but some of us are just trying to make a living- we found out today they are taking (depending on store level) at least $12,000 or up from our base and making our commission at risk higher. That’s good for busy high performing stores I suppose, but I’ve always been of the thought “ keep your base as high as possible”. It’s insanity. My reps will make more money than me and I work 50 times harder, deal with nonsense from my ARSM constantly, seems like lowering the base will make severance worse when they lay us off or close us down to focus on AR stores. What a joke...Used to love this company and be proud to work here, that changed about 6 years ago. Sorry for the rant, anyone else from retail have any opinions on this?
- 009%...head of the klass
Regarding management median, were you hired into the L1 position or did you transfer in? In my case I had 19yrs as a field tech. If you hired in off the street, the Company barely gives you above half of the L1 median. Sorry to hear you have been poorly compensated for you time in the Company. I was always in the top performer category for my workgroup. The was always in the special projects field. You know those projects have larger budgets which reward those that hit goals and timelines.
The statement about making it to median pay for an L1 taking 5-6 years is crazy! I've been in an L1 position for almost 9 years now and still $10,000 from the median salary.
Sh– jobs FOR sh–ty pleople, come join us and ruin your life.
Our place is where you career dies, only at AT&T
Ok, Math time. If you were Craft that promotes into Management, your new salary starts at 10% above your current rate of pay. After your first year your pay raise varies from .25% up to 4%. Each year that happens until you hit the Company median for your Job title. Once you get to the median your raise rate decreases from 4% to 0% (YES, I said zero). The raises are based on performance and guidelines directed by Corporate. Corporate Guidelines are only top percentages (4% on avg) are given to 2 or 3 Managers under an L2 depending on total direct reports. All L1 Management under the L2 is Rated and Ranked. All performance raises need approval of L3 Director before L1 notification. The longer in Management the more base pay up to a point. It takes 5-6yrs to get to the median. Currently the Company has been very unfair with Management pay raises. The L1 Management Team has been squeezed and treated unfairly by Corporate. Craft almost doubles the pay raise structure for the same 4-5yr period as L1 Management. While more work and responsibilities are piled onto the L1 plate. Do not mistake this response as complaining but consider it as a glimpse into the L1 world. A lot of L1’s were Craft doing the same job as the people they oversee. They understand the difficulties encountered and most want their direct reports to be successful. 99% of the time they do not have any say in upper level directives that come down. Think of it as their hands are tied. If the directives aren’t enacted, it becomes a “get it done or find another place to work” situation. Point of the last statement is, your Supervisor isn’t always the enemy, it’s the Company.
Illegal for companies to prevent employees from discussing compensation. Nowhere in the COBC does it mention this topic.