#bonus

Reviews locked, then comp locks, then MIP memo, then bonuses pay out and then the big shuffle… who’s ready to dance?

I’m on STD/LOA and will be for a few more months, do I still get a bonus from last year?

I heard what makes the new evaluation system different is 15 percent have to be marked low performer while in the past it was 10 percent and that it has always been stacked. Is that true? It seems like there are many more steps for managers this time. The bonus thing isn’t a big deal when the bonus was often nothing to begin with

Anyone know if former employees are bonus eligible while on severance? Said employee made it through the last day of eligibility as a WF employee in 2025. I have heard rumors that those impacted may get a prorated bonus; however, there is nothing in their severance paperwork. Any insight welcome and appreciated.

Citi is my first job at a large bank post-grad, so looking for some perspective.

When I joined in August, I didn’t get a sign-on bonus but was offered a “target award” to be paid in February as long as I’m still employed through the end of this month. Two weeks ago, Workday showed an amount under “Target Award”, but I checked today and it’s now blank. Merit Plan= 0.00% , DIRA left blank

My manager also said we’ll be talking about comp today or tomorrow.

Should I be worried about not getting the target award or about job security? Is there a normal reason the DIRA amount would disappear? Also, is this the right time to ask about a salary increase, or does that usually happen after a full year?

Any insight would be appreciated.

What is this bs where they lowered our cash bonus but gave a few shares of stock I can’t sell for three years? What a joke.

Approaching the salary and bonus review process in April, does anyone have any information or heard anything on whether there will be layoff in 2026?

While support teams is getting axed, engineering is facing even more unethical layoff where all old timers are being humiliated and left with no choice but to resign. RSUs were already gone and now bonus will be majorly given to new people who are lured with big promises. Even time offs are being reduced every year and old timers are made to work like dne** with no accountability to the new people. People who some how trying to see through this are put into impossible situations. Brace for more mad stuff friends if you are still there !!

Title says it all. Thanks in advance.

Any news on bonus funding?

Which month we will be getting 2025 bonus ?

Compensation calls are beginning in APAC region, good luck all

Fresh off the presses: No scorecard this year, company-wide.

The board is about to approve the decision. That means no more numbers, which means they've effectively laid the groundwork for no more guaranteed bonus for all employees YOY.

This is effectively moving towards a distributed model, where you will be judged individually

1. How much of your bonus will you get (already been happening last few years) and
2. Now even if you will GET a bonus.

2026 off to a great start!

Raise and bonus disappointing again. It is a morale ki-ler considering that just yesterday the bank reported such strong earnings and the stock price. The kicker is that we now have less experienced staff and more work heaped upon us. Welcome to 2026.

Usually happens in January. I am thinking at least 100 million with bonus and stock award. He cut jobs. That is what his p1mps on Wall Street care about.

I see at least 50 for Krabanaugh. He got his wish. IBM over 300 a share.

With those great numbers that BM just shared, the bonuses and raises are going to be up significantly. Right?

Had some wfh days due to flu/illness, and had too many PTO days that created a pattern.

Thanksgiving, Christmas, New years all fell on a Thursday this year, which led to a lot of my off days being similar and created a pattern.

Feels like I got in trouble for very PTO usage and not coming in when I was sick. Now bonus and pay raise is being threatened.

HR is absurdly strict last two years. Seems like they are overhired and just trying to drive people away or find an excuse to pay people less.

How much will the % increase be this year?
Will there be additional things?

So, we need to confirm our participation in the VRP before 2025 bonus amounts are decided.

Seems to me that a manager would want to minimize bonus amounts for soon-to-retire employees and bolster those who will remain on.

Does anyone have any insight on how this is handled?

What do you think? Better system than ExxonMobil?

Outstanding (~20%): 200% individual multiplier, for "outsized impact" above expectations
Excellent (~70%): 115% individual multiplier, described as the "high-performance culture baseline"
Needs improvement (~7%): 50% individual multiplier, for employees with performance gaps who are expected to improve
Not Meeting Expectations (~3%): 0% individual multiplier, for those who "do not meet" Meta's standards
Additionally, Meta says it's introducing a new Meta Award, a 300% individual multiplier for a small number of top performers who deliver "truly exceptional impact."

For anyone not aware, it is mandatory that 5% of your bonus will be awarded in shares. Team members will only get told during their meeting. You get a minimum of 2 shares if you can't afford more.

Can anyone explain how this is calculated? E.g. if 5% of your bonus is taken for shares, but that is only enough for say 2.5 shares, how does it work? (What happens to the residual?)

So Bonus is not included in the 401k

Hearing rumours that bonuses will be communicated tomorrow - anyone else heard the same?

Who is getting retention bonus?

It opened today for managers, correct? How are things looking in RMC?

MW lets share these financial results and get the board to vote yes for 2.0 Bonus. It’s the least you could do

Talking to my manager earlier this week about my imminent promotion, he warned me bonuses and pay bumps this year aren't as good as he had hoped and to calibrate expectations. Then he commented something like "who knows though, the pool is still changing and may change last minute"

Is that true? Do managers still not have a set amount of money to allocate to people? It's crazy to me that even now it could change.

Does anyone know if the bonus payout is similar to last years?

We work for one company, Retail can't function without IT yet every year they get 30% - 50% more bonus payout. This year will be an even bigger slap in the face with IT getting less than half of Retail along with a measly 2% merit increase, promotions canceled, American IT jobs displaced to India, and layoffs in Q1. Why pretend RTO is for collaboration? It just makes leadership look dishonest.

Historically, what is the typical bonus as a % of salary for 602 in CIB credit risk.

If you get laid off March through Dec, AFTER they paid you the bonus for the year before, HR will pay you a prorated amount of the bonus for the CURRENT year.

But people laid off in January or Februray, if your last working day is before the cutoff date (the date you have to be employed by to get your bonus for 2025), what happens then? Technically you are no longer employed at usb on 2/27/26 the cut off date.

DO they

1. give you 100% of your target bonus from 2025 only (since there's nothing to prorate since 2025 is over)
2. give you NOTHING for the whole year from 2025 and a small prorated bonus for 2026
3. both of the above 1 and 2 combined

Ideally #3, but #1 would be ok also. But it better not be #2 because they would be f*d up.

If you think about it, if they lay you off in January and fk you over, you would have been paid more** if you were laid off late last year instead of early this year.

Anyone with an actual answer, not speculation peanut gallery, please reply. Thanks!

For those of you that signed that retention agreement after last year's (or a previous year) bonus and you've quit, what actually happened? We signed to say that we'd pay it back, but what actually happened?

Can he get $260k base pay?
What is the bonus target for G12

Does anyone know if I was on an approved leave during the year and got a meets expectations, if I’ll get full bonus or do they pro-rate?

What a bunch of lies! Facts below:

The $3.7B number includes $450 million in zero-interest loans as part of government shutdown program. That is a loan, members are expected to pay it back, you cannot include the full amount, the most you can include is the interest cost that has been waived.

Honor through Action $500 million over 5 years. You cannot include the full amount that you “plan” to deliver in next 5 years. Just include the amount that has been contributed this year.

These two are obvious lies from the report on our website, I’m sure there is more fluff that is included in that number. I bet the real number is much smaller.

Good thing we are not a public company so no one to keep us honest!

Juan Team, Juan Lie

PS: Annual Employee Bonus for Non Member Contact employees will become more opaque!

So many success stories one after another

https://www.investing.com/news/stock-market-news/cvs-unitedhealth-cigna-accused-of-diverting-billions-via-shell-firms-93CH-4433238

Follow the money.

This begs the question of how budgets were managed in such a way to not only reduce bonuses and promotions but eventually cause mass layoffs.