masterxfob
Diamond Member
- May 20, 2001
- 7,366
- 5
- 81
purbeast0
No Lifer
- Sep 13, 2001
- 53,544
- 6,368
- 126
I get my first review ever pretty soon, probably in August. I started last september at this company as my first job out of college. I really hope I get more than 5%. If I only get 5%, then that pretty much will settle that i want to relocate to florida in the following spring.
I have not received a raise in four years. This was the same time I took a 20% pay cut to keep my job. Remember it can always be worse.
NuclearNed
Raconteur
- May 18, 2001
- 7,869
- 361
- 126
If you aren't getting enough of a raise each year to keep up with inflation (~ 3.5%) then your buying power is shrinking on a year by year basis. In a way, you are making less money now than you did 4 years ago because you are standing still while inflation marches on.
Thats me now. Working for a big corp with 3-5% raise each year. Can't complain for that I have a job and a job that actually give raises.
kranky
Elite Member
- Oct 9, 1999
- 21,019
- 156
- 106
I know some of this is redundant so excuse me.
The "raise depends on your position in the pay scale" program is based on the belief that each job has a maximum salary; in other words, no matter how good someone is, if they are in position X the most they can make is $Y. At my company they break the pay scale into four quadrants, and if you are in the lowest quad and have the top rating your max raise might be 10%. If you are in the top quad with the top rating, your max might be only 3%. That system reflects that there's a limit to what a particular job can earn.
However, coupled with that is the overall limit to what pay increases can total. Let's say it's 3%. That makes it a lot easier to give bigger raises to lower-paid people who are at the low end of the scale, since a 7% raise for a person like that might not be as much in dollars as a 2% for a highly paid person.
I can't think of any reason to keep such a system "quiet". People may or may not like it, but they are better off understanding how things work. I'm not suggesting you go around telling people, just commenting on the silliness of the keep-it-quiet policy.
As was said, the solution is to either get promoted, or have your current job reclassified into one that pays more. That's like getting a promotion without having to have someone new come in to replace you.
What you need to find out is whether your VP of IT and your boss feel you deserve more. If so, they might be able to find a way to reclassify your job by creating a new, more expanded job description and an correspondingly higher pay scale. This is done all the time.
When you can do so without being angry, it's worth talking to your boss about finding a way to reclassify your job. You might find out you are already doing more than your current job description says you are responsible for.
The "raise depends on your position in the pay scale" program is based on the belief that each job has a maximum salary; in other words, no matter how good someone is, if they are in position X the most they can make is $Y. At my company they break the pay scale into four quadrants, and if you are in the lowest quad and have the top rating your max raise might be 10%. If you are in the top quad with the top rating, your max might be only 3%. That system reflects that there's a limit to what a particular job can earn.
However, coupled with that is the overall limit to what pay increases can total. Let's say it's 3%. That makes it a lot easier to give bigger raises to lower-paid people who are at the low end of the scale, since a 7% raise for a person like that might not be as much in dollars as a 2% for a highly paid person.
I can't think of any reason to keep such a system "quiet". People may or may not like it, but they are better off understanding how things work. I'm not suggesting you go around telling people, just commenting on the silliness of the keep-it-quiet policy.
As was said, the solution is to either get promoted, or have your current job reclassified into one that pays more. That's like getting a promotion without having to have someone new come in to replace you.
What you need to find out is whether your VP of IT and your boss feel you deserve more. If so, they might be able to find a way to reclassify your job by creating a new, more expanded job description and an correspondingly higher pay scale. This is done all the time.
When you can do so without being angry, it's worth talking to your boss about finding a way to reclassify your job. You might find out you are already doing more than your current job description says you are responsible for.
Don't feel bad. My roommate found out that his peers make 33% more than he does since they are new hires whereas he transfered to his position.
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