How does promotion stock grant look at MSFT ?
Is it team / org dependent (making more money)
Should I expect 0 new RSU due to
Promotion ? And only Base and target increase
Any Microsoft Manager or someone who got promoted can comment ?
#Promotion #microsoft #microsoftcompensation #microsoftcareers
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SALARY PER LEVEL
i
59: $107000* (midpoint is probably lower this is the base offer for new hire in fy17)
60: $112000? midpoint
ii
61: $122000? midpoint
62: $133000? midpoint
senior
63: $147000? midpoint
64: $161000? midpoint
principal
65: $177000? midpoint
66: $194000? midpoint
67: $215000? midpoint
partner
68: $235000? midpoint
69: $255000? midpoint
70: $280000? midpoint
apparently higher than level 70 is executive level or whatever and at that point the salary structure (and bonus and stock) is something i dont know nothing about
BONUS
your bonus is calculated by multiplying the target for your level and your performance review multiplier (0%-200%)
59-62: 0% to 20% of salary (target 10%)
63-64: 0% to 30% of salary (target 15%)
65-66: 0% to 40% of salary (target 20%)
67: 0% to 60% of salary (target 30%)
68-70: 0% to 90% of salary
this info can be found at: //hrweb/info/pay/bonusincentives/pages/annualbonus.aspx
there is also some additional cash that can go beyond this bonus structure for hipo and key talent and retention but im not hip to none of these so i cant tell you much more
STOCK
your stock is calculated by multiplying the target for your level and your performance review multiplier (0%-200%)
59: $0 to $6000 (target $3000)
60: $0 to $9000 (target $4500)
61: $0 to $13000 (target $6500)
62: $0 to $22000 (target $11000)
63: $0 to $34000 (target $17000)
64: $0 to $48000 (target $24000)
65: $0 to $72000 (target $36000)
66: $0 to $150000 (target $75000)
67: $0 to $336000 (target $168000)
68: target $177000 lsa target $150000 ?
69: target $235000 lsa target $265000 ?
70: target $310000 lsa target $320000 ?
this info can be found at: //hrweb/info/pay/stock/pages/stockaward.aspx
partner stock includes extra stock as well called lsa target but im not really in the know about how that works or whats the latest with it
COMPA RATIO
your compa ratio is your annual base salary divided by the midpoint of the salary range of your level (im not sure whether this midpoint is global or local to an org/location/role but it should be pretty close whatever it is)
compa ratios go in tritiles:
tritile 1: lower than .94
tritile 2: .94 to 1.06
tritile 3: higher than 1.06
the system wants to push people into that middle tritile of .94 to 1.06 (to 1)
your compa ratio should be interpreted in the context of the time spent in your current level (if you have good promotion velocity your compa ratio will likely be lower)
your merit increase each year is primarily based on your performance review and secondarily based on your compa ratio (the lower your compa ratio is the higher your merit increase will be and the higher your compa ratio is the lower your merit increase will be)
to get your compa ratio just send an email to askhr@microsoft.com and ask or go to //hrweb and then click the askhr button on the top right and ask in the form and someone from hr should get back to you in a day or so but in the case they dont get back or refuse to give you your compa ratio just ask again after a few days (you can also ask your manager if you want but id go to hr for this myself)