89 employees reported this benefit
Bonus is 10 % and some times double
Average bonus becuase you had to cure cancer to get anything higher than a 75% of your bonus potential.
The performance bonus has gone down every year since 2012.
There are two tiers, the performance of division and the performance of individuals. On quarterly company all-hands meetings, they said the company and the division were going great, but very few employees received expected bonuses. Individual performance bonus may be different by each manager, but in general, hardly anyone got any rewards while VP and above continued to receive huge bonuses.
Good fair system for allocation to the ones who deserve it
QIPs are quarterly instead of monthly.
It exists, but differentiation for performance is not well done. Highest performers don't receive significantly more. Bonus targets range between 10%-30%+ depending on level and business unit. Changes have been done recently to give more discretion for individual performance, will take a long time to truly be implemented. Highest performers need to be rewarded to keep them, and Visa is still struggling to create that performance culture.
Performance benefits are not good.
Below market as compared to tech companies. More like retail banking in the compensation philosophy.
It used to be a great way to pay for performance, If you did great and went above and beyond the call, you were rewarded, recognized and motivated to do it again. Now the performance bonus hardly exists. If you are Jesus and can walk on water, they might consider it, but other wise you should just be a happy you have a job, shut your mouth and get back to work. Congratulations you are now a second class citizen, get back to work, don't think, just push those buttons.