I am curious what is typical these days for the average (non-sales) employee meeting expectations in a business unit that is turning a decent profit. Lately it seems that bonuses here for middle and senior management have increased a few percent, but merit increases have dropped a little.
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Merit and Bonus
- Thread starter LunarMist
- Start date
e_dawg
Storage Freak
Depends on the industry, company, department, and grade level, among other things. At my previous employer, it might range from 10-15% for analysts and 15-20% for middle managers in most departments. Add 5-10 more percent for departments like risk, and double or triple it for traders/IB, etc. Lower it by 5-10% for IT.
At my current employer, analysts might get 3-6%, junior managers 7-12%, senior managers 12-17%, etc. Senior managers and higher get company cars, stock options, etc.
At my current employer, analysts might get 3-6%, junior managers 7-12%, senior managers 12-17%, etc. Senior managers and higher get company cars, stock options, etc.
Will Rickards
Storage Is My Life
For bonus I get 3% of my billings above my goal.
Fushigi
Storage Is My Life
Bonuses will vary all over the place. Even in non-sales positions, in some companies management compensation is done with a larger bonus but smaller regular pay. Thus you can see bonuses of 30-40% in some places for management while staff may get 3-10%. Also, some companies have a target bonus and individuals may get anywhere from 0-150% of their target based on performance. There's a further factor in the size of the bonus pool that's available for the department, which is in many places based on the company's (or the department's) performance. For those who exceed their target, someone else will have to receive less than target as the funding of the bonus pool is, of course, limited. Unless there's a management discretionary increase. Too many factors to really say.
Oh yeah, some places do quarterly or project-based bonuses vs. annual. Quarterlies will be similar to annual but project-based will typically be related to completing a major project phase on time and/or under budget. Project bonuses are usually smaller but can add up to more because they may occur more frequently. Also, a company may offer project bonuses in addition to annual.
On regular raises, a lot of the same things will apply. That said, in the current economy any raise is a blessing. Heck, keeping your job is a blessing. A raise that beats inflation or the average COLA (Cost Of Living Adjustment) should be considered a sign of outstanding performance by the individual and potentially the company.
For the several years I've been at my current employer, my bonuses have range from 0-120% of target, with the 0 being a bad year for the firm. I average 100%. The size of the target bonus is typically around 5% of my salary, give or take a bit. But I get the bulk of my comp from salary; I don't rely on getting the bonus (I know my comp is appropriate based on market conditions). My salary increases have ranged from 0 to 10+% with the 0 being in the bad year and the 10+ being a year in which I got two raises; my normal annual and an out-of-the-blue adjustment for market conditions. It was interesting to be called into my managers office and be told 'we don't think we're paying you enough; here, have a raise.' This year the firm average was 2.5% and I got twice that because of achievements (like my CISSP certification) which upped my market value.
Oh yeah, some places do quarterly or project-based bonuses vs. annual. Quarterlies will be similar to annual but project-based will typically be related to completing a major project phase on time and/or under budget. Project bonuses are usually smaller but can add up to more because they may occur more frequently. Also, a company may offer project bonuses in addition to annual.
On regular raises, a lot of the same things will apply. That said, in the current economy any raise is a blessing. Heck, keeping your job is a blessing. A raise that beats inflation or the average COLA (Cost Of Living Adjustment) should be considered a sign of outstanding performance by the individual and potentially the company.
For the several years I've been at my current employer, my bonuses have range from 0-120% of target, with the 0 being a bad year for the firm. I average 100%. The size of the target bonus is typically around 5% of my salary, give or take a bit. But I get the bulk of my comp from salary; I don't rely on getting the bonus (I know my comp is appropriate based on market conditions). My salary increases have ranged from 0 to 10+% with the 0 being in the bad year and the 10+ being a year in which I got two raises; my normal annual and an out-of-the-blue adjustment for market conditions. It was interesting to be called into my managers office and be told 'we don't think we're paying you enough; here, have a raise.' This year the firm average was 2.5% and I got twice that because of achievements (like my CISSP certification) which upped my market value.