Appears that for CL 29 salary is still the majority of compensation as RSU amount is not significant. Anyone know the pay band for CL 29?
CL29, O, 400
CL29, E, 300
CL29, VG, 200
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Remember that CL 30 professionals fill up the bottom two quintiles so they get very few RSUs. Only managers are at the top of the CL rank group. I know several CL 29 who were highly rated and getting RSU, but were promoted and sank in the rank group and actually lost in their compensation (stopped getting RSUs).
If you’re not VP 38+ potential, Company is willing to gamble either you won’t leave in your 40s or it doesn’t matter if you do, so they stop increasing your compensation. They are starting to find out that is a bad bet and great people are continuing to leave. While many of those hipos burn out. Not sure they will wake up and realize what they are losing with this demotovation, whether people stay or go.
@2jqg+1q77ssw4 Well said. Very well said. Anyone on here 35-45 should read this comment
Yes, there is a very big overlap between CL28 and 29 pay scales. This is a big reason why NREs are perceived to be whiners on this forum. With age discrimination limiting NREs to the bottom half of the ranking scale, it is now the new normal for CL29 NREs to be paid less than the 40-something’s they are mentoring. And those 40-something’s need to be aware that they are in their peak earning years today. From here on out your salary and pension will be stolen from you by inflation.
@1wdj Number is correct for CL29, there is a big overlap in pay scales for adjacent CL.
I thought the 3000 RSUs was just for the promotion from 29 to 30. I didn’t think the RSUS were that high each year you rank O. That’s crazy that each year you’d get nearly a $300k bonus…
I think EBUs are no longer given out. in 2020 during the earning loss I inderstand it was a big debacle on how to handle people’s EBUs
Op here. Thanks for the info. Very good responses.
No way CL29 outstanding 100% SR is only $350k. CL 28 Excellent is already low 300s.
RSU = Restricted Stock Unit. These are company stock and vest at 50% at 3yr and 50% at 7yr schedules. So say you get 1000 RSUs today, then in Dec 2026 you get 500 shares (about $50k at $100 per share) and in Dec 2030 You get another 500 shares (worth about $50k at $100 per share).
EBU = Earnings Bonus Units. This is like cash , but only pays out when earnings per share reach the set price point which is generally around about $6 to $7 per share … so if annual earnings per share pays about $4 per year you get this amount as cash in about 1-3 years depending on company annual earnings per share.
Cash = real cash paid in December at the time of the award.
Look at 2014-2016 executive compensation shareholder reports publicly available and these actually provide great detail on how the RSUs , EBUs, and cash are paid out based on exec cl and rgp. For some reason the more recent exec compensation reports do not include this level of granularity.
What are EBUs? From the context it sounds like stock, but how is it different from RSUs? Vesting period?
There is huge gap between CL29 and CL30 exec when it comes to RSU, EBU, and Cash Bonus structure. The RSUs referenced by OP are spot on accurate for CL29. Once you get to CL30 the RSUs for OWD, O, VG will range between from 3000 shares down to 1500 shares, respectively. Then EBUs and Cash Bonus total for CL30 will range from about 60k down to 30k respectively. The lower 2 quintiles get no EBUs or Cash Bonus. So a well ranked CL30 will generally see 50-100% annual bonus beyond their 350k - 425k annual salary, resulting in total annual salary compensation of about $600k - $850k. That is why most middle managers do not even consider behaving in general interest mode, and why technical track STPs are now downgraded to CL29 or fill the bottom two quintiles of the rank group to ensure the self serving middle managers preserve their rank and salary and bonus structure. Just providing the facts and reality having seen for many many years how the compensation system works to the detriment of general interest behavior by the greedy middle managers. Need a complete housecleaning of middle managers and a complete redo of the compensation system to even begin to address the gross self serving interest of the middle management. This will be Harvard Business Review case study someday if Harvard exists in the next decade due to Harvard corruption and abhorrent disregard to common decency.
Outstanding 100% reference at ~ $350k
My guess is 280-360k. Also a couple years ago when the incentive program was announced via email it mentioned select MPTs with exec (management and technical) potential will participate in exec compensation/inventive as MPTs. I presume that means additional RSU and/or cash bonus. Not transparent what is criteria for ‘select’. Anyone know specifics?
Lack of transparency usually means Company would have difficulty justifying/defending the selections and probably a lot of inconsistency. Similarly they don’t want it known who is an exec.