What did folks get? Which office?
I got 3 percent in calgary
30 replies (most recent on top)
@k1 they want turnover bc they think that a younger work base saves on medical costs and reduces disablity costs. What mgt doesn't get is that longevity creates a "smarter" staff by increasing ingenuity and working smarter = requiring fewer working workers. Smart mangers reduce the intention to quit that positively impacts training expenses.
@kj Lucky you. Got hight performance and got 3.1% Does not mean a damn thing. It is a joke.
@xe That's gravy. The executive level DB pension is the real deal.
@10k what was the STIP in gds this year?
Merit based increases are a thing of the past. Has been for awhile - execs set pay rises according to budgets, and benefits factors as well. There is no incentive to excel or do over and above.
The reality is the execs have asserted the power of collective bargaining style approach to compensation and benefits, without the hassle of having an employees representation at the table. The bargaining power sits in the power of execs and HR. All of this without the headache of grievances and the ability to manipulate their workforce to do more based on carrot dangling.
This is why you should only show at exactly when you are too work, do not help your coworkers, ration your time to complete only your work within the day, and leave unfailing the minute the day is over. Turn off phones, email, and all other forms on communication. The leadership teams have abused this privileged relationship and having their cake and eat it too.
@wv most teams aren’t composed in such a way that you could easily justify ripping away a significant amount of money from one employee and give it to another. Most of us are good performers, not amazing not terrible. And even if you did have enough awful employees to justify taking away a good portion of their merit increase what little you could give to the exceptional performers probably isnt enough to keep them excited. Enbridge hasn’t given us much to work with.
Absolutely ridiculous giving employees an “exceeds” rating then handing out 2 or 3% raise same as everyone else.
Enbridge a company that puts such high value on individual performance and does nothing to reward for it.
Just hand you another glass of kook-aid.
3.5 in gds. Stip was lower than last year though
3% increase to the dividend! LOL
And that means a lot to us retirees living off that divvy!
It was a 3% budget and leaders had full discretion to allocate those dollars. Problem is people think merit is an across the board increase and are entitled to the full 3% no questions asked. While I agree a 3% budget does not allow for much discretion and differentiation, we have weak people leaders who are not brave enough to take some away from the low performers.
Less than 2%. Time to look elsewhere
3% with exceeds. Was 3% last time too and that with partial year and meeting expectations. Not sure what’s the point of rating at this point.
@r6 high end of the salary range?
2% with exceeds. Talk about joke
3%, exceeds, projects org.
3.14% meets expectations, GTM E600
2.9. Safety
@k1 US comp is a joke but enb is very competitive in Calgary.
Not sure where you go to get the benefits you get at enb anywhere else (incl sdo) with the level of stability enb gives by comparison. Tc is similar.
Problem is co is too big to recognize actual high performers so we end up with gigantic brackets and everyone gets generic raises.
A bunch (though less than a few yrs ago) of people who have been managers for 10+ yrs who are mediocre at their jobs are overpaid and then you have younger specialists/mgrs at the bottom of the brackets making things happen and seeing no commensurate reward.
3.5%, high performer with LP in Superior….which su-ks.
@j4
And they Enbridge wonder why so many people quit after a few years and leave.
Cannot retain high performing staff and the company knows it.
Why do you think new employees are thrown into DC pension ?
Cause leave before the 5 years.
In our area in the last 8 years of hires of 7 people.
5 gone before 5 years here.
Former PL here (now retired). Back in the day when I used to hire someone I'd fight to get them every dollar I could up front. Enployee or contractor, it didn't matter. I would then tell them at ENB you get one bite of the apple, cause you probably won't see more than 3% no matter your performance. And if you are a contractor, you won't see any increases ever.
3 for high performance
3% GTM Waltham "exceeds", same as last year
@eg interesting.. sounds like this year there is no flexibility in the pool. Essentially high performers get 3.25 percent? Everyone else is 3 or lower?
GDS PL here: I’m frustrated that the salary increase pool was not sufficient to properly recognize performance across my team. Everyone performed well with most individuals exceeding expectations, yet the limited budget forced difficult trade-offs that didn’t fully reflect contributions. I had to “weed” down my high performers to just perform, had to give one person less in order to get the others a proper merit increase and reward my higher performers with a little more (3.25). Given the rising cost of living in Ontario and current job market salary benchmarks (there are industry salary surveys) , I’m concerned this level of increase creates retention risk and may impact morale. I did request for additional flexibility in the pool, but told no. I don’t think Ambridge wants to compete and be a top employer anymore. They try to sell you on your total rewards compensation, little feature that’s in workday but reality is we pay a lot of taxes in Canada and in Ontario so whatever is left after taxes hurts our bottom line and our personal income.
3
3% in Chatham.
What did folks with exceed get if meet was 3 percent?
3.25 yyc
3 percent was the budgeted amount.