Does anyone know for the impacted people if we still are getting IPFs on our bonuses? I would assume CPF is automatic, but more so curious if IPF is in it since we worked pretty much the entire year.
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Never got as low as 1.0 before during my many years staying in Cisco...... Any idea when this IPF evaluation is done? My manager got impacted too, if the number is decided before the LR, I could still have a good IPF as he knows how I performed.
I received my highest IPF & bonus during layoff. Maybe due to guilt of the management team?
First, you have to be an employee at the end of the fiscal year to get the year-end bonus, assuming that you've been here long enough to be eligible. I think the July LR that the ELT said was a continuation of the Nov '22 LR (yeah, right) was close enough to the end of the fiscal year that you're still an employee due to the 30-days they carry you before termination and then the 30-days they pay you in lieu of the 60-days notice required by CA law.
With that said, assuming you met all the other bonus requirements, you should get an IPF and should be eligible to receive your bonus. As @hks+1nQ5jM9x said, there should be something to prevent sh---y managers don't lowball your IPF to increase their bonus budget to give more bonus money to the rest of the team that is remaining. I don't think everyone should get a fixed value like 1.0, but I think they should either get a min of a 1.0 or the same IPF as the previous year's IPF, whichever is lower.
That way, screwups that weren't performing before don't get extra rewards, manager's can't sc--w employees out of they full year's bonus by reducing their IPF such that they're only eligible for 50% which they've already received at mid-year, and it allows managers to, if they want to, to give a departing employee the bonus they deserve.
As @iyq+1nQ5jM9x said, many of us on this forum know people who've gotten screwed. When I was let go in '16, my manger was fair and gave both me and the other employee who was LR'd the IPF that he'd planned to give us, so we both got above ave IPF's and got our full bonus and then some. This manager was instrumental in finding me an opportunity to come back on a different team a yr later and also bringing back the other employee to our original team. The other person's spouse works for Cisco so they've remained a contractor and no longer have to deal w/ performance reviews, Teamspace, V2MOMs, etc. I'm almost jealous of them since I had to flip back to blue to get good benefits and put up with all the employee BS that goes on.
I hope everyone who was let go has a decent manager who does the right thing w/ regards to IPFs.
I know 2 people who were LRed and got 50% of the bonus - which means they won't take the mid-year advance they already gave you, but you may not get anything on top of it.
I’ve asked a similar question of management, and I don’t know (they couldn’t tell me). But it would make sense to give everybody a fixed value like 1.0 to ensure scrupulous managers don’t sc--w departing employees out of a bonus. Of course, that would be unfair to employees who worked hard this last FY (we’ve been told constantly that being selected is “no reflection on employee performance”)