Hearing CVG MIP is only 45% this year? Is it true?
Is it the same for global functions too?
Makes you wonder they reduced it on purpose so they don’t have to pay up more money to people who were let go
14 replies (most recent on top)
@2xrx+1nl84l9f Forget the raise. Continuing to stay here under this incompetent and toxic leadership while the company circles the drain is a career death sentence
2% is a career death sentence.
Gosc finance. 55 percent and 2 percent merit. High performance culture my ar-e. Considering leaving for a $10k raise and realized it's not all that much, but it IS four years of raises... Makes me look at it a bit differently
Still waiting here, for the people posting, can you list your OU at least or indicate if this was an enterprise function?
I'm also 55% and 2% merit. Essentially taking a pay cut!!!
55% with 2% merit :(
I'm hearing 55% a little above and a little below seems to be the norm. IMHO if your in that 45% or below, start sending out your resume.
Those that took VERP were eligible for MIP which is probably why the language is crystal clear that MIP is 0%
45% here. I guess Medtronic hasn't got that bad.
55% here.
55% on my side
Did not someone post. If your OU was not in the tank and you achieved your goals. 50% would be a decent chunk of change just for showing up.
MIP is 0% across the board. The EPS threshold was not met, and plan rules state 0% MIP.
Now, to prevent Uncle Eddy from grabbing Geoff as a Christmas Present, the Board has approved a Jelly of the Month club certificate that is called the ‘Special Incentive Program’ which is based on the same percentages as your MIP would be. However, they are crystal clear that this is not MIP
Wow! At least you got a MIP