-
Salary increases reinstated;
tuition assistance
reimbursements reinstated;
401(k) match to be
reinstated
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-
Everything remains the
same.....
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-
Overall hiring in Investment
Management has picked up
quite a lot, particularly in
the fixed income space -
Core, Core+, High Yield.
|
- Last
year the most significant
cut-back was in the area of
salary increases.
Effectively we had a salary
freeze last year. We do not
plan to restore or make up
for that in 2010. In fact,
we will likely have a very
conservative salary increase
program this year. How we
will actually deliver the
planned budget is still up
for discussion.
|
- We
are not investing in a
Succession Planning Software
or in a Document Scanning
system. We have scaled back
Service Awards banquets
also. And we are hiring
more Part Timers who are not
benefit eligible.
|
- Will
most likely increase
employee training programs.
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- Are
questioning the appropriate
time to reinstate 401(k)
matching contributions.
|
- May
look to reduce the pay cuts
previously implemented, and
potentially could eliminate
pay cuts altogether
depending upon business
conditions.
|
- Are
working to maintain 40 hours
week work for everyone and
not reinstate 32 hour weeks.
|
- Last
year we significantly
reduced funding for training
initiatives. We will
reinstate the most of the
funding for 2010. We did
not do merit increases for
2009; we are budgeting merit
at 4% for 2010.
|
- Our
leadership development
programs moved forward in
development slowly. We now
have additional resources to
develop our products. Our
programs continued but there
were less of them. In 2010
we will increase the number
of offerings but it will
still be scaled back from
previous years.
|
- We
have not eliminated any
programs to date.
|
-
Customer service training
for frontline staff and
their supervisors. Industry
specific trainings (e.g.
FERPA). General Management
& Supervisory training, e.g.
non discrimination/sexual
harassment, performance
management & appraisal,
leadership/teambuilding,
etc.
|
- Work
Force Planning differed to
2010
|
-
Continued Learning budget
re-allocated
|
|
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- Among
bank wide initiatives we
scaled back our learning and
Development budget and
instituted a salary freeze.
We lifted the freeze in
August and expect to add to
the education budget for
2010.
|
-
Additional Leadership
Training
|
-
Customer Service Training
|
-
nothing has been reinstated
as of yet nor are there any
plans to do so in 2010 at
this time
|
-
Things unchanged in our
portfolio. Specifically, we
still think economically we
are at bottom, barring some
catastrophe "outside the
system", like an act of
nature, terrorism, etc.
|
- But
on the other hand we have
not yet seen any sustained
and measurable indications
that a recover is
underway........and the
deficits at the federal and
state levels scare the hell
out of us.
|
- We
are reinstating base
increases.
|
- We
are implementing a computer
based performance management
system
|
- We
are continuing our
recognition programs.
|
- Of
programs that were cut at my
company, I'm not aware of
any that will be reinstated
in 2010.
|
- We
haven't yet reinstated the
programs we cut. We are
waiting until after the
first quarter results are in
to decide what gets phased
in and when.
|
-
Holiday baskets, 401K match
and service award
recognition events either
have been or are likely to
be reinstated, though may
"look different" than the
originals.
|
- We
will be awarding salary
increases again in 2010.
Leadership and management
training were virtually
stopped in 2009 and will be
reintroduced in 2010, at a
lower total spend than
previous. We will increase
focus on development through
internal movement.
|
- A
significant investment in a
new wellness program was put
on hold until 2010 and is
still planned to proceed in
January
|
- None
were scrapped so none have
been reinstated.
|
- Yes,
we are starting to put
programs back on line that
we put off earlier in the
year due to the economy.
These include supporting
more training, community
events and capital
expenditures. We are also
about to give our employees
bonuses based on the fact
that we had a better
financial year than
expected. The range of
bonuses is likely to be from
several hundred dollars to
one thousand dollar. And we
survived this recession
without laying off a single
employee.
|
-
Unfortunately several of our
programs (salary increases,
401k match, and bonus
programs) will not be
reinstated. The one program
that will pick up again in
2010 is succession planning.
|
-
Starting up our Supervisory
Development Program and
updating our bonus system.
|
- The
current view is that
although there have been
some improvement in the
general economic conditions;
the fact remains that this
is a "jobless" recovery
making the notion of
sustainability fragile at
best. This combined with
the additional uncertainty
of the financial impact of
the House passing a 2,000
page Health Care Bill
suggests that prudent
companies will hold the line
on headcount related
spending until such time as
there are obvious indicators
that the "recovery" is
saleable and sustainable.
We are holding the line and
not changing any of the
decisions that we made
earlier.
|
- Yes -
we will be reinstating our
summer intern program, our
international swap program
and have restored full
payment of bonuses.
|
|
|
- No
new programs for 2010
planned.
|
- At
this time, we don't have
plans to restore any of the
programs that were curtailed
or scrapped.
|
- We
are reinstating our annual
merit increases. We had
previously cancelled merit
increases for 2009 that were
scheduled to be effective
April 1. We have
accelerated the effective
date of the 2010 increases
to January 1, shortening the
period of time without merit
increases to nine months.
All training and development
dollars are still projected
to be frozen through 2010.
|
-
Salary increases, if any,
kept to 3.5% for only the
most professional performers
until mid 2010.
|
- Bonus
payments on hold until at
least mid 2010.
|
-
401(k) contributions by the
company on hold until at
least mid 2010.
|
- Cut
back severely on travel and
using WebX or other such
video vehicles - if have to
travel, ONLY COACH including
flights to Europe and Asia.
|
-
Careful evaluation of
Blackberries or iPhone usage
and who gets them.
|
-
Mileage cost per IRS kept to
2009 levels.
|
- We
have not cancelled any
programs.
|
- In
2009 we froze salaries but
did give a one time lump sum
payment of 2% of base. We
will give salary increases
in 2010 in the range of 2.5
to 3% globally based on
local markets.
|
- Our
company, was acquired so
potential programs continue
to be on hold as we focus on
the integration of the
companies.
|
|
|
- We
did not eliminate or delay
any programs earlier in the
year and hence there is no
status change to report.
|
- We
are still managing workforce
initiatives on a quarterly
basis. Pretty much status
quo at least for now
|
- Some
training and development
programs were postponed.
|
- We
will be rolling out a new
robust wellness program with
the beginning of our next
fiscal year, June, 2010. Our
hiring freeze will also
likely be lifted at that
time.
|
- We
are looking at conducting
more team building
exercises. Company lunch
meetings and other ideas.
|
- None
have been reinstated yet
although we will be making a
request to the Board in
December for changes in
2010.
|
- We
did not scrap any programs
last year and 77 new
projects are on the HR
docket for this fiscal year.
|
-
Salary increases have
started back on Oct. 1st.
We have a budget to pay some
bonuses for 2009. Signed up
for a compensation survey
product effective 1/1/10. I
am signing deals for job
boards to become effective
1/1/10. The Company hired a
new "additional" position
last week.
|
- Fully
staffed recruitment teams
were back as of 11/1/09.
Use of search firms is
reinstated but by
exception. Limited travel
is approved. Internal
"community" meetings are
resuming with some funding.
Campus recruiting demand has
been increased including the
# of recruiters focused on
this work.
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