Quote:
Originally Posted by 09CTSV
Problem with the system you are on is called bonus. With our merit raise system they also threw in monthly/quarterly bonuses. Well guess what happens when a panic hits. What is one of the first things to go to save cash. TaDa, bonus. You rely on someone deciding if they should give you 3K or 5K or nothing. About what our Incentive compensation does, a big game of juggle the numbers to get what the big dogs want and then release the payment. One of our "Incentive" base points is diversity and inclusion based off of how much of a percentage of women are in higher job bands.
If I had the choice of a bonus or a higher pay raise, the higher pay raise it would be. Being on a pension plan still, it adds to the overall value of total compensation.
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The problem with raises is, that it always ends up coming out of the bonus. A bonus can be given as heavy or light as your manager sees fit. Mine was a large percentage of my salary. There is NO WAY, my company would give me that as a raise and at 3-5% per year it would take way too long to get there organically...actually never, because you are constantly falling behind where you would be if you took the bonus. I have ZERO doubt that if I hit my boss up for a raise, my bonus would reflect it. I'd rather have that fat check than a monthly pittance.