I'm see a lot of congratulations emails about various people in my BU. I guess this is review/promotion month ... for some. How would one know what the cycle is as there is no formal performance review program.
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We just wrapped up 2H Rewards; the next cycle will be in the 1H of FY22.
Are there any comparable companies that don’t give at minimum yearly cost of living raises across the board?
"My team's manager mentioned in our weekly team meeting almost a month ago that he was given a very small budget pay increases"
My first question is why is a manager including a contractor on team calls where HR type of discussions are taking place? This is a huge no no and would have him/her in all sorts of HR trouble. You generally release the contractors from a team call before stepping into any HR or internal business related discussions. Second part is about the 90 contract. You aren't signing a 90 day contract directly with Cisco. They don't do 90 day contracts directly with individuals. You have to be doing it through a preferred partner. Also, your "term" at cisco can end anytime and faster than a permanent employee so thinking there is even 30 days as far as being part of cisco is misguided. That isn't how the contracting works there. I do agree that at 8 hours you should call it a day because unless OT is approved in advance you will not be paid for it.
"A lot of people leaving SP sales and marketing due to lack of promotions to fill spots from the LR/ERs"
They are leaving because they are next in line and should have been first. Sales have been down, way down for several years and no one has been accountable there. Now that someone is panicking and dropping the hammer you would expect to be next if you are in SP sales. Also, you still have that buffoon steve y running CX. He and his cronies should have been gone years ago yet they still keep the sm--k talking yes man around. SP is totally broke from the top down.
There is not that much $ in the budgets to do vast numbers of promos. Unless you are a GR4 moving to a 6 the amounts given were garbage after all of the talk from the ELT. Just getting someone to the minimum in the MRR takes most of the budget if it's a 10 or an 11. I don't believe anything when they say there will be a large budget to work with, It hasn't been that way the last several years.
its been talked about in the monotonous check-ins. next round is in August.
My team's manager mentioned in our weekly team meeting almost a month ago that he was given a very small budget pay increases. There wasn't budget for promotions and not enough $'s to go around so that he was giving it to just a few people but that it didn't mean that everyone on the team was deserving.
On the one hand, it sounds like something any manager would say to keep the one's who don't get a little pay bump from quitting and keeping their feelings from getting hurt. On the other hand, I don't doubt that any budget each manager is getting for pay bumps is limited, putting managers on the spot to figure out who is most deserving. And, more importantly, do they give them the pay they deserve but increase the size of the LR target on their back or not give them the pay bump and risk them leaving. Either way, the manager loses good people.
This is the second team that I've worked with at Cisco full of good, hard working people. We've had a couple of departures for greener pastures and replacements have not been kept very long as they've been either slow to catch on to the work, just slow performers, or people unwilling to put in the effort to be part of a fast pace team with lots of demands on it.
When I was LR'd from the first team of strong performers, I watched how the rest of them just burned out because the work only increased and the team got smaller.
It boggles my mind to read the posts here where people brag about working less than 5 hrs per week. With the demands on our team, there are too many deliverables with deadlines to not work a full day. I honestly don't know why the team members stay and put up with the stress our team is under. I certainly question if I want to rejoin Cisco as an employee and have to deal with that stress and the politics that come with the employee status. Right now, I do my 8 hrs each day and I'm done for the day. No stress, no politics, no HR bu-----t. But, it also means that I live my life on 90-day SOW renewals and no severance pay when the gravy train suddenly ends. Is 3-5 months severance pay worth that stress when it just means that you have to live your live on 12 month periods between annual LR's and hope that you're not part of stealth LR in the other three quarters?
I remember a nice guy that got a bump in pay/promotion. One year later, there was a reorg and he was the first to get tossed. It's like the Twilight Zone at Cisco.
Probably trying to boost morale.
The promotion and bump in pay and benefits just means they will be more likely to get sent out the door in the next 2 years. That or others in the BU will get cut to make up the $ difference.
What has performances to do with promotions?
A lot of people leaving SP sales and marketing due to lack of promotions to fill spots from the LR/ERs.
What BU are you in?