successfactors - YakDriver/fardvag GitHub Wiki

From Michael W:

Clear goals help teams stay aligned on what matters most and ensure our work collectively moves the Automation Pillar forward. When goals are well defined and regularly discussed, they provide clarity on priorities, strengthen accountability, and connect individual contributions to our broader business outcomes.

As teams across the Automation Pillar document and refine goals for FY26, we want to share guidance to ensure goals are aligned to IBM’s performance management framework, the Automation Pillar Vision & Strategy and the Automation Pillar Priorities guiding our work this year.

We also want to provide additional context on Performance Management, Goal Setting, and Compensation to help ensure everyone has clarity on expectations for FY26 and how these processes work across the Automation Pillar.

2026 Performance & Goals Alignment To ensure consistency across the Automation Pillar, goals should be documented and maintained in SuccessFactors, IBM’s system of record for performance management. Employees should review the Automation Pillar Goal Setting w3 page, which outlines expectations and guidance for documenting and aligning goals to IBM’s framework and Automation Pillar priorities.

Goals help us stay focused on the outcomes we need to deliver this year. Throughout the year, we will check progress against those goals and engage in feedback conversations, including a mid-year check-in to discuss progress, adjust priorities if needed, and build on goals already achieved. At year-end, we will complete the formal performance evaluation process to assess achievement of Business Outcomes, Skills, and Behaviors goals. These evaluations inform Performance Segment alignment (Top, Core, Low), as well as compensation and career decisions.

2026 Compensation

As recently shared in the 2026 IBM Employee Broadcast by Arvind, those eligible for GDP in 2026 will have a defined incentive opportunity of 5% for Bands 1 to 9 and 10% for Band 10, with payouts in early 2027. The actual percentage will be based on both business and individual performance. With everyone in the Automation Pillar participating in the performance management program this year, employees aligned to the Top segment will have the opportunity of 2x for their GDP payout.

The salary program will continue to focus on skills and market competitiveness. Additionally, equity is an important part of compensation and will continue to receive investment in IBM Software.

The Employee Salary Planning (ESP) and Employee Equity Program (EEP) cycles will be planned together in the May timeframe. Software will see increased investment this year, and equity funding levels for technical job families (Software Development, Product Management, Data Scientist, Consulting Architect) will be similar to last year for those who came from HashiCorp. Managers will make the decisions, taking into account their employees' skills, their growth potential for future technical and business leadership opportunities, and market competitiveness. More details will be forthcoming to managers prior to the start of the planning cycle. Employee communication is targeted for June, with salary change effective date and equity grant date of July 1st.

What this means for you

Thank you for your continued focus on delivering for our customers and moving the Automation Pillar forward.

—Michael