Inconsistently meets (2), no merit, 42% bonus. A lot of political bs going on in stacked ranking meetings. Was in shock as I worked my a__ off this year. Have never gotten below Meets. 8 others in my group got same rating, some deserved some not. So sad when good people get screwed in favor of politics and playing favorites. Needless to say will be leaving soon.
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Meets, 81% of target, no raise. I was re-orged into my current position a few years ago and my salary is too high for my new role. (Never was informed of this fact.) They won't change the level so I'll never get a raise while I have this position. My new manager said that I wouldn't get a promotion unless my duties significantly change, which they won't. I'm looking internally and externally.
How do you know what percentage you’re in? I don’t see that info on my review so where is the percentage available?
If you received anything less than a meets - You're on the short list. You are now low hanging fruit for future layoffs. Not saying it's impossible to remain here - but the odds are not in your favor :( good luck to all (including me) who were forced ranked below meets. Don't hate the player - hate the game.
Meets, 25% target but 89% bonus pool, 2% raise
Bonus dropped by about 10% from last year. I probably worked 50% harder this year than previous years (there were a lot of 80-hour weeks this spring/summer/autumn) so it kind of stung. But, I was prepared for a s—y year and I know a lot of people have worked hard and above/beyond.
Meets, 110% or $44k, 15% raise
consistently exceeds 2.2 merit, 120 % bonus and 13k LTI
biggest bonus I've ever received at Wells which is way interesting knowing what is going on around me and knowing last year was my least productive year the entire time
Exceeds / No raise / 87%
meets 1.7% 83%
Meets
$5,800 bonus
- 2% raise (part market reference increases)
Meets
80%
65k LTI
Inconsistently meets 17% bonus, 0% pay increase......
Meets 85% and 2% raise
Meets. 75% bonus. 0 merit
I got well over Target and a decent raise....More than I expected but I busted my axx in 2020 and earned it. The bonus is for the toll of the stress and uncertainty. Still, nobody knows if they will have a job tomorrow! So it's high risk, high reward.
Exceeds, 4% merit, 100% bonus.
A little disappointed with the job reclassification timing as I could have had a promotion which would have increased my base and bonus % but the title changes effectively promoted me without the increases. It did move my target bonus % up but then it came so late in the year that the bonus was prorated at the lower % for most of the year.
Not looking a gift horse in the mouth. Of course I wish it was better but at the same time, unlike many people who post here, I enjoy working in my team and here at Wells. Likely because we’re isolated and I have no control over events that occur at the corporate level.
Manager hasn’t told me yet. I bet they got exceeds and their bonus info on time. A bit frustrating. I guess I’ll know if I see a bump in paycheck this Friday.
Meets, Bonus 81% of target, Merit big fat ZERO.
I got stiffed due to the reclassification. I'm below the 150K freeze so that isn't it and in my old title I was always near the midpoint. The reclassification was done blindly based on job titles so I'm lumped in with lower former titles therefore I'm now 10% above the midpoint (bar was moved). That makes me overpaid for the group they blindly put me in. So now do I work hard to get promoted to the right title? SMH.
Meets. 85% of target. 2.4% raise.
Meets, 85% of Target
what's with people down voting responses that people place? Just don't like what they got? Sheesh.
Meets, 70% of Target
Merit 0% apparently something to do with my Total comp being over not my base salary :(
Post from TheLayoff.com
Bonus % did vary this year. Smaller bonuses were funded to a higher percentage and there was still room to give the cream of the crop an above threshold bonus (policy allows for “Consistently Exceeds” performers to get 150% of bonus target). Raise pool was right around 2% across teams - but out of that, managers had to prioritize promotions and those who are significantly out of whack with salary ratios.
For my team, so-so performers got what they got and we had the discussion as to why and what they can do to get better in the future. I tried hard to reward my top people and I’m pretty happy with what we were able to do.
Rating = Consistently exceeds (5)
Merit = 6.1%
Bonus = my position doesn't have a bonus option
Meets. 77% bonus. $0 raise
Our situations are almost identical. I believe that in some groups, any reason at all was used to downgrade people to meet the distribution and it could be unrelated to your actual performance. I had four objectives that were all meets/exceeds in July. Now two are meets, and two are inconsistently meets, my “risk overlay” was meets. The downgrade on one objective was used to justify the downgrade on the other one even though presumably they are separate objectives. I consider the whole experience an ambush.
Inconsistently meets/$0 raise/42% bonus. Rating was a complete shock, no discussion about performance throughout the year, mid year was a meets and what was brought up in my review as the only negative happened in the first quarter, never discussed and I have documentation to prove that is not true!
Meets/1.88% increase/88% of target for bonus.
Leaving next month for more senior role, higher bonus target and a significantly higher salary.
Far exceeds, 100%, no raise.....beacuse....
I did such an exceptional job training my indian replacements.
Rating Exceeds
Bonus 100%
Merit 5%
Typical Ed leaders exerted no energy to reflect comp for productivity been looking for a reciprocal effort for 8 yrs now and have not seen it yet. Henceforth you get what you pay for
Meets overall; 85% of target; 14k LTI; 0 merit (over 150k but low compa-ratio). in Risk.
From the posts here, the bonus % and merit increases are quite arbitrarily determined.
Can some Managers here kindly tell us how these numbers are arrived at?
Exceeds, 100%, 2%. the promotion that I was told was a sure thing never mentioned. Luckily I still make at least 30% less than my peers who all were meets of a different color and different plumbing and higher title.
So glad that Pay For Performance and the Glass Ceiling are alive and WELL at the stagecoach!
Meets, merit 2%, bonus 99%
Meets, merit 2%, bonus 99%
Inconsistently meets 2 with a 37% bonus and no raise-1 year employee to a newly created role with forced rank and lies in review. I was in shock obviously I will be gone soon.
exceeds; 3.(something); 99%
Consistently exceeds. - 90% of target, no merit
Exceeds, 1% raise, 98% of bonus target. For what it’s worth, I had a critical resource I was trying to promote and keep and I told my manager to give my raise to that person. I did get some budget from outside my team to fund the critical promotion, so I hope some of that came from me.