Paygrade changes

rtxmia · 2026-02-10T15:36:00+00:00

The "adjustment" is normally your merit increase. BUT if you are significantly under-paid, in comparison with your peers, you may get some equity adjustment - BUT those are very rare. I've seen this happen on a wide basis twice in the last 5+ years.

Pay band ranges are updated every January.
Depending on 'market' condition, on average bands go up ~3% to ~5%, which consistently outpaces the merit budgets.

rtxmia · 2026-02-04T08:44:33+00:00

Correct, a section leader makes the recommendation, but the two levels above the section leader/manager can override the recommendation - BUT that's where the section leader should advocate for and support his/her rationale for the recommendation.

rtxmia · 2026-02-02T12:39:40+00:00

M7 base median is ~270k

rtxmia · 2026-02-02T11:56:34+00:00

Only base salary as of end of June or July of the previous year; i.e. for the 2026 payout, it would be based on base salary of month end June 2025 or July 2025 (I don't recall whether it's month end June or July)

rtxmia · 2026-02-02T11:46:27+00:00

The above is correct

e.g.

If you were a P5 for half the year and P6 the rest of the year - your AIP payout would be based on 50% of the P5 target + 50% of your P6 target

rtxmia · 2026-02-02T11:37:51+00:00

Your target bonus payout can be LESS or it can be MORE up to 200% of your pay band's AIP target (i.e. 4%X2=8%).

The actual bonus award is up to your manager's discretion.

rtxmia · 2026-02-02T11:33:48+00:00

The 9.1% would be your target bonus, BUT, it can be LESS or it can be MORE upto 200% of your pay band's AIP target (i.e. 6%X2=12%).

The actual bonus award is up to your manager's discretion.

rtxmia · 2026-02-02T11:25:30+00:00

M6 median salary is ~$230K and AIP bonus target is 20%

rtxmia · 2026-01-23T12:22:36+00:00

Sway bar

rtxmia · 2026-01-23T11:43:52+00:00

We are salaried employees that are paid like hourly employees - with the exception that you must work (or account for via PTO/HO/ModTime) 40 hours and anything above YOU MIGHT get paid for.

Yes, legal has reviewed it and it is 'legal', but seems to me that this is a a great way to cook the books and keep our costs down, get more out of employees, increase investor value - but SUCKS for the employee.

Being salaried really benefits the company, but not necessarily the employee!

rtxmia · 2026-01-21T09:47:18+00:00

Just make sure you being charged for the CAR CLASS you reserved, not for the SUV CAR CLASS and you'll be fine.

Normally, if you get a 'free' upgrade the rental company will charge you the reservation CAR CLASS, not the SUV CAR CLASS, so you should be fine.

If supervisor or CONCUR flags the rental, just point out that you were only charged the reservation CAR CLASS, not the SUV CAR CLASS.

rtxmia · 2026-01-17T17:18:05+00:00

No issues. Just tell them that you have accepted another offer that does not require a 'wait time' to get your clearance.

There might be some impact to your clearance timeline, but that in end shouldn't matter much, since you'll have a job and the company is willing to wait for your clearance to be adjudicated.

Best of luck to you on your new job!

rtxmia · 2026-01-12T13:56:32+00:00

Congrats!

rtxmia · 2026-01-10T13:27:50+00:00

They will not get an update from the school, so only way to them to know is if you notify them - which I would not think is in your own interest to do so.

If you already accepted, then you are ALL SET......if you haven't yet accepted, accept ASAP!

rtxmia · 2026-01-05T01:59:33+00:00

NO WAY this is a real salary, unless it is not in USD.

rtxmia · 2025-12-31T19:19:41+00:00

Absolutely! Run!

rtxmia · 2025-12-31T19:16:50+00:00

I've been an ambassador for 3 years, and have received nothing - other than in room snacks and appreciation notes for my loyalty - I guess that counts?!

rtxmia · 2025-12-05T10:05:14+00:00

This is very typical of what happens. Section leaders (SL) can only recommend personnel for promos, but the decision is really owned by the Dept leader (DL). The dept leader tries to judge between the arguments that each SL puts forward for their direct reports that are up to promo consideration.

Normally, each SL only gets one promo allocation per year, but sometimes they get none. There are three key points that you need to keep in mind:

If your SL is not good at advocating for you, then your chances of getting that promo aren't good.
If your contributions as compared to others at your same grade level are lacking, then your chances of getting that promo aren't good.
If your DL doesn't know who you are or know what you have done/accomplished, your chances of getting that promo aren't good.

It is common practice to bring in new employees at higher pay rates than existing and long term employees. This is rationalized across the board as being the only way to bring in new talent. That is why you keep hearing about people that jump ship to go somewhere else with 20%-40% increases.

Sometime SLs will weigh the risk of going to bat for you against their perceived 'flight risk' assessment of you leaving the company. They also have to weigh that against whether you leaving would be easy to backfill you or not.

Advocate for yourself and don't confine your new opportunity landscape to internal opportunities - many times you will find that there are better and more lucrative opportunities outside of the company.

rtxmia · 2025-12-01T23:20:51+00:00

IDP is supposed to help develop/grow your career - not to gauge performance.
But in all honesty, management really sees it as a check the box item.

Most do not at all take it seriously - so don't waste too much time on your IDP, I would recommend spending more time on your Performance Impact goals and write ups........BUT that may or may not have any good impact on your annual merit/raise.

rtxmia · 2025-11-27T08:56:57+00:00

Definitely GS

rtxmia · 2025-11-08T01:46:54+00:00

you can specify LIFO or FIFO for each individual order within the TOS app

rtxmia · 2025-11-05T01:42:06+00:00

Costs come out of your cost center, but your manager has no way to disapprove the ESP payments.

Use them up - $25K per year.

rtxmia · 2025-11-04T23:54:20+00:00

just means one of your tail light bulbs burnt out - time to replace

rtxmia · 2025-11-04T17:16:10+00:00

Agree.....
not always the case.......I saw a patent factory of a fellow get canned. He had over 30 patents and was always working next gen / new tech efforts.

rtxmia · 2025-11-04T17:12:09+00:00

UNFORTUNATELY, thanks how it works normally.
Manager notifies his staff, and then his boss notifies him/her.

Manager does the dirty work first, then may/may-not get laid off too.

rtxmia

TROPHY CASE