When will Humana pay 2022 bonus.
I'm sure leaving in Feb-2023 would mean forfeiting bonus.
31 replies (most recent on top)
It’s not an issue of downhill, if you don’t meet metrics because there is no work, it’s still not meeting metrics. Good thing you did the comment
I was recently RIF'd due to "Project Growth." On my end of year review I said that I hadn't been given any work and that is why many of my goals were not realized. Subsequently, my boss gave me an end of year review of INCONSITENT. I acknowledged with comments. My mid-year review was FULL. If my performance really did go downhill, shouldn't she have put me on a PIP? Anyway I'm guessing I will not get a MIP for 2022. BTW, she asked me in April 2022 how I felt about a package. It was a clear red flag to me.
The AIP that you receive in March of 2023 is for the prior year's performance; 2022. If you stay until midnight, 12/31/2022, you receive the AIP and it is deposited per the instructions you provided prior to leaving. If you leave in February 2023, you will not receive an AIP payment in March of 2024 for the 2023 program year.
Go to the Schwab website before your deposit happens and change your percentage of your amount deducted
what is the procedure to put the entire bonus into 401k?
I already had my end of year review, since my lead is leaving, so maybe others whose lead is leaving had theirs, too. Developer, If you haven’t had yours yet, be sure to look at the bottom part of it when you get it,the rating should be there.
The leadership reviews were just submitted on Friday 12/23. Compensation planning opens up right after the new year, followed by reviews with associates at the end of Jan/early February.
As for the person asking about what your payout will be as a DEV, it depends on your evaluation rating, your performance over the year compared to your colleagues, and the percentage your leadership hands down to you. It's not uniform across the board.
The bonus or AIP for a developer with an appraisal rating of "full" is what I'm interested in.….
It would be the same as anyone else with your salary, your role isn’t tied to it, unless you are in a role that has different metrics.
As the below poster pointed out, you can go to your workday site and look up your rating there, under the performance tab. Figuring out the multiplier amount is confusing, but the below poster was correct, you can find the math of how they do it by looking it up on the share point site.
It is taxed at a higher rate than your pay, it’s taxed as a bonus.
Doesn’t the person giving the review tell you, in addition to showing you?
May be the did not bother to check….
How can someone not know their rating after their evaluation and doing the self rate first, and having to accept the evaluation that it was done and to add comments, if you chose to?
You should know what your rating is, since you had to sign off on the document. You can always go to workday and look under your profile for performance and it will be there. No one can tell you what the bonus will be, but you can go to the share point site, and get the calculation of how it’s done and plug in your salary, they haven’t announced the multipliers yet, but you can estimate. It would be a quick discussion, since it’s based on what you’ve already put in your self evaluation, your mid year evaluation and how your work is. What did you rate yourself on your self evaluation? For someone in the Humana system, you seem to be a bit out of snyc with a process that has you in the middle of it. You had to do a self eval. You had to sign off on it. You were either inconsistent, full or exceptional. Let me make it easier for you…assume it will be $4000 before taxes and after taxing, about $2500. Only you know your salary, and you can go look up the estimated multipliers. I don’t think they release those numbers until February. You may just have to wait to see what’s deposited. You should be concerned about your end of year evaluation. That’s one of the numbers of the multipliers….for example, inconsistent may be multiplied by 1.5, full multiplied by 2, and exceptional by 2.5. Depending on your salary, that can be a big difference. So, go look up your end of year eval. Get your rating level. Look up the multipliers… then you will know as much as anyone else until the actual numbers are released. I do find it strange your work in Humana that you aren’t educated on the evaluation process. Perhaps you are inconsistent if you’re avoiding your boss and not doing new work and this attitude has been consistent in your work? P,ease check your rating and report back as to what it is..I’m truly interested
Thanks for the response. I'm least bothered about appraisal because I will quit Humana in February 2023.
My supervisor and I had a quick 15-minute year-end appraisal discussion.
Neither I nor my supervisor discussed about what I could've done better in the role. I never discussed future goals for this role and the supervisor was not bothered at all.
The supervisor selected "full" as the rating (I assume).
At this point, I'm avoiding my supervisor as much as possible, hoping that no new work will be assigned to me.
The bonus or AIP for a developer with an appraisal rating of "full" is what I'm interested in.
Humana has the worst mid-level management that focuses on stupid things (associate director/lead technology professional). Managers place people in projects to satisfy their egos rather than focus on Humana's growth.
It is tied to your end of year assessment and whatever your rating was. You can talk to your lead about why you think it should be changed, and see what happens…go to the share point site, and get the criteria for inconsistent, full and exceptional, and be prepared to show examples and proof of why you feel you deserve the different rating. And know it has to be justified and approved on many levels…if you can prove it. I don’t know when the close date is for the end of year evals, but it is doubtful you are able to change it, since they are pretty monitored. Or, even easier, ask your supervisor during your evaluation what you are looking for as a rating…you should have already submitted it all in your end of year self evaluation…if you weren’t able to sell it then, it’s doubtful you can sell it after your supervisor saw it, evaluated it and evaluated you
Till when does supervisor have authority over aip/bonus?
Was wondering if that must have been finalized already or can be changed?
No one said you had to “physically work”, work and employed were used interchangeably.
It gets direct deposited to your bank account , like your payroll check. It is taxed at a high amount, and some people divert it to their 401k. Depending on your end of year eval, and the magical math they do, you may get anywhere from $750-$5000.
Thanks! Will AIP/bonus get credited to my account in March(say) when I will be at my new job(hopefully)?
No, since you were working past 12/31/2022. You won’t get a 2023 AIP, since you’re not working through 12/31/2023
So resigning in February 2023 mean losing AIP/Bonus?
Bonus generally means AIP, unless your department has a different structure. Salary increase is different. Both are percentages of your base salary, weighted by your end of year evaluation and your performance level, among other things
Not every answer is in regard to the people RIFd, but maybe those that are quitting
the past few years its been with the first paycheck in March if that's what you are asking
I don’t know why people are saying you have to physically “work” your last day and can’t take PTO. I’ve known many people that have been RIFed that still got their bonus and did NOT work the majority of the 60 day notice.
Yes, someone please clarify difference between bonus and AIP and salary increase for Humana!
Is this bonus the AIP? Or is this something different? Sorry I’m new to Humana
How much % bonuses do software engineers get as opposed to managers?
How much do developers get bonus as opposed to management folks?
You have to work through 12/31, and if you’re not working when it’s disbursed, it will still come to you via direct deposit when everyone else gets theirs disbursed
Read the policy. If you’re employed on December 31st, you get your 22 bonus. If you’re RIFed, you’ll get it as long as you follow your severance package rules. Usually why you see Directors and above resign early in the year.
If you are sure then you have your answer. As I understand it anyone employed to the end of Dec 22 is eligible for the bonus... But if you're sure I don't wish to contradict you.