Not at Google. Most of those things are decided for your manager with no knowledge of the person they're for. Your peers can affect your total comp by about 3 figures. Your manager can directly affect your total comp by about 4 figures. If you really go above and beyond your director can bump that to 5 figures. For anything bigger than that you'll need a promo. Bonuses, refreshers and raises were all clockwork.

Only sort of. Merit lines suck this year and O/T ratings are consumed by people on the promo track. Managers get little discretion for salary/bonus payouts. There is much more discretion for equity, but tons of line managers aren't equity planners and my experience is that equity discretion largely goes to people above L5.

I've got a high performing L5 who is critical to the success of my team. My discretion on their raise was largely undone by my director and nobody acted on my recommendation that they receive discretion on their equity refresh.