I'm under Arroyo and ours was 83% this year.
The lowest I've ever received was in HR at 50%. This year is the second lowest. It's been as high as 109% if I remember correctly.
What was your percentage payout this year?
24 replies (most recent on top)
84% in Digital Retail and Care (DRC). Not the lowest I’ve heard of, but the lowest I’ve seen for my group. I hit top rating offered this year. Had millions in cost savings personally. I doubt I get much in terms of IPI or a raise. Is what it is.
105% ATO, but was on a SAFe train. Project brought at 23% ROI in year 1, YMMV.
Former T, now TMUS. My role is somewhere between a 1b-2 using a T scale. Individual contributor. My Bonus target is 15% of annual salary. Company performance comprises 25%, idnvidual 75%. It’s true company wise we were160% + of target. I netted out close to 125% of bonus target.
RSU grant day was today for 2019. And 2018 shares vest tomorrow.
Complacency kept me around a long time. Finally the constant layoffs pushed me away. There is life outside of T. My awful leaders in the end can’t be thanked enough for making it bad enough to jump ship on my own with a 6 month parachute.
Don't deserve that.
84% and all yellow under Ops
Lowest I can remember but...
Some must have just read the rosy email that Randall put out as numbers looking good. Massive debt, continued losses in most of the legacy services, etc. The water cooler talk about how busy folks are on conference calls or the money saving by eliminating widgets in parts of the business that are cratering is roses and sugar plums. Take the time to listen to the analyst calls that are held when the earnings come out. Filter out the bs that our CEO and CFO start that call with. They are posted on the web so they can be accessed.
So just what the hell has the employee's been doing for the last year. Where is the drop? corporate , or business units? corporate numbers reported to shareholders looks good so must be people not into doing their jobs and contributing to the goals set by leadership. Spending too much time worried and complaining about management, not enough time contributing to success of the company.
Global operations -88%
After 9-11 (the 2002 bonus I think), they were like 50%. They also delayed the raises until the fall that year. And I seem to remember 75% in the 2008 timeframe. 88% is lowest in a long time for techdev/ATO., but there have been a couple of times in my career (started in 96) that they were lower than 88%. With the way things were going and the read outs on the metrics they use to determine them, I was suprised they were that high.
1keb:
"Left ATT for T-Mobile. Our bonus this year was 162% "
What do you multiply that by? In other words, what is your actual bonus? Kind of useless without that information. I have a friend that works for an auto-related company. They had a good year too. Their bonus was 180% but their profit sharing target is 1% of their salary. So 1.8% of their salary. What's your target?
84% for Corporate Finance
Left ATT for T-Mobile. Our bonus this year was 162% i'll take that over ATT anyday. And i don't have to worry about my job everyday and can focus on performing my best.
83% ATO..Labs is 88%
Ours is 88% of your target percentage this year. I heard Verizon’s was around 115% of their target and the targets are higher there as well. When I left there Engineers were 12% and managers and Sr. Engineers were 18% targets and when I left a few years ago we were still hitting 150 to 180% of our goals. Maybe I should’ve stayed there a few more years.
@1ikb Your last point is spot on. We had some folks here try to figure out what the targets actually were for each metric to get green yellor or red rating. They found a FAQ document that said "we share the ratings but not the targets for competitive reasons". In other words our team award percentage is totally made up horseshit and the board does whatever they want with no way for us to know whether we hit targets or not.. or what the targets even mean since most are cryptic phrases like ATO Work Unit Cost.
1zum - We wish!
Every management level has a target percent. For example, L1A is like 8%, L1B is 9%, L2 is 11%, L2(supervisory) is 12.5%, L3 is 25%. Don't quote me on those numbers but it's a general idea.
So if AT&T as a whole and your business unit performs "as expected" and your team award is therfore 100%, you get that percentage of your salary.
This year it looks like business units performed less than expected. So you take the multiplier, e.g. 88%, and multiply by your target percent. So an L2 in that position would get .11 x 88 = ~9.7% of their salary as the bonus.
The actual multiplier (e.g. 88%) is "fuzzy math" and really, the board can decide whether to give 0%, 200%, or anything in between. In other words, you get what you get. The multiplier is essentially a mystery until they reveal it.
What does 83% translate to? Does that mean I multiply my salary with 8.3%?
zjx like posted below McPop-n-fresh org. ATO
I’m under McElfresh, ours is 88%. Lowest I’ve had as well. Disappointing. And heard raises are going to be non-existent or terrible as well. Gotta save money! Smh
Get used to it with the revenue going down.
cjm - thanks - mind listing your org?
Somebody has to sacrifice for the fool decisions of the C-suite. Randy’s bonus won’t be affected this year. Just the peons get to make do with less to pay down the massive corporate debt. Now get busy and make Randy some more money.
88% my lowest in 19 years