How does AECOM measure success and growth in the Operations department?

New work bookings and earnings. even when you beat goals each yr poor company performance makes it meaningless. Last year my group significantly beat all established metrics incentive comp was slashed by 40% by the end CFO. Oddly, Mr Burke and team earned their full income incentives because they are based on different metrics. That misalignment results in leadership focusing on cash flow while others who deliver strong financial results are penalized because of leadership decisions that result in poor overall performance. To make it worse, the current philosophy is to award smaller salary increases to “highly compensated employees” while increasing the incentive potential. That’s a great plan, but only if the incentive is based on personal performance. Historically my annual increases have exceeded 5% because my group outperformed every year. The last two years my annual increase has averaged 2.4% and my incentive based comp has been penalized. Yr over yr my total comp has declined

Overwork to the point of exhaustion and then want more.