Yes I do (unless things have changed since I retired). . As a member of management for 34 years, I was involved in the allocation of compensation of all forms for my employees. Over time, the amount granted to the organization as a whole and to individual employees became increasingly dependent on performance. For example in the early years of my employment at Ford, the salaried employees received an automatic 3% "annual improvement factor" raise every year as long as performance was at least satisfactory. This was in addition to "cost-of -living increases", "merit raises" (based on performance), "promotional raises", and adjustments with each UAW contract. Starting about the time of the second oil crisis, the annual improvement and cost-of-living money got rolled into the merit raise pot and distributed based on performance and relative position in the pay scale. I am still in contact with active employees and they tell me it is still that way,
Whether you call it a "bonus" or "profit sharing" doesn't matter - it is still based on corporate profits and the total pot is adjusted up or down based on performance against key metrics.
I disagree with your assessment of Ford employees. Their are many talented, creative and hard working people at Ford.
Q, I believe that the big difference in payouts is that the UAW profit sharing is based on North American
profits and the salaried "bonus" is based on global profits with some adjustments for meeting certain goals.