- Jul 2, 2009
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Regarding more of a "progression" type promotion, i.e. doing the same day-to-day work, with a different title. Not management or anything. Associate to Sr. Associate, or something.
If someone made the median salary at their current job, and the promotional title's median salary was 10-15% higher, what kind of salary increase would you expect to see? None? 3%? 5%? Cut the difference in half (5-8%)? The full 10-15%?
The state of the economy is certainly relevant...but "the person should just be happy to have a job" comments are not.
edit (8/22/11):
TLDR version, the job requirement for experience is inconsistent and HR is going with the one that will screw me. And is unwilling to bend.
I don't understand why HR gets to make decisions like these. When you have my director telling the HR director that if he were me, he'd find a different job because of this, and there's nothing else he can do, that's just stupid. Not to mention the fact that apparently HR is screwing two of my coworkers on their raises from similar promotions and won't give them as much as our director wants. It's his freaking budget. Don't get it
edit (3/13/12):
After the failed promotion last fall, the final solution was basically "nothing we can do now, but when bonus/raise season comes in the spring (now) we'll get you the max possible, and when you do meet the HR requirements (September '12), we'll process the promotion ASAP."
So now bonus/raise season has begun. They gave me a 130% individual performance modifier on my bonus, and today I just learned that my director had submitted my name for the company "long term incentive plan," which is normally just for directors+ but are rarely given as individual awards. Long story short, the VP authorized a one-time award of 150 shares of company stock options (~$10k present value) that vest in 3 years and continue to be modified by business unit performance ratings and all that jazz. Raises for this year are still being worked out, but they have said that they're trying to get me at least 8%, which would obviously be fantastic.
TLDR version - pessimists were wrong, not every company is evil.
edit (11/19/12):
Yay, (hopefully) final update.
Last Thursday was the official date for having enough service time to be eligible for the promotion. Paperwork got finished today. Our raise/bonus period is March-April, so apparently since I'm getting promoted "so close" (really not that close) to then, I'm not eligible for a COL raise next spring. But my director got it worked into this raise - got 6% for the promotion, 4% COL raise, 10% total. I probably would have gotten a bit more had they done it separately (COL next spring), but I'm not complaining about 10%. Very happy with that.
So, in total:
-3.5% COL raise April 2012
-10% promotion/COL raise November 2012
-$10k-$12k worth of stock options (vest 3 yr) received April 2012
-Slightly higher 2012 bonus (not enough to matter)
All in all, pretty happy ending
If someone made the median salary at their current job, and the promotional title's median salary was 10-15% higher, what kind of salary increase would you expect to see? None? 3%? 5%? Cut the difference in half (5-8%)? The full 10-15%?
The state of the economy is certainly relevant...but "the person should just be happy to have a job" comments are not.
edit (8/22/11):
TLDR version, the job requirement for experience is inconsistent and HR is going with the one that will screw me. And is unwilling to bend.
I don't understand why HR gets to make decisions like these. When you have my director telling the HR director that if he were me, he'd find a different job because of this, and there's nothing else he can do, that's just stupid. Not to mention the fact that apparently HR is screwing two of my coworkers on their raises from similar promotions and won't give them as much as our director wants. It's his freaking budget. Don't get it
edit (3/13/12):
After the failed promotion last fall, the final solution was basically "nothing we can do now, but when bonus/raise season comes in the spring (now) we'll get you the max possible, and when you do meet the HR requirements (September '12), we'll process the promotion ASAP."
So now bonus/raise season has begun. They gave me a 130% individual performance modifier on my bonus, and today I just learned that my director had submitted my name for the company "long term incentive plan," which is normally just for directors+ but are rarely given as individual awards. Long story short, the VP authorized a one-time award of 150 shares of company stock options (~$10k present value) that vest in 3 years and continue to be modified by business unit performance ratings and all that jazz. Raises for this year are still being worked out, but they have said that they're trying to get me at least 8%, which would obviously be fantastic.
TLDR version - pessimists were wrong, not every company is evil.
edit (11/19/12):
Yay, (hopefully) final update.
Last Thursday was the official date for having enough service time to be eligible for the promotion. Paperwork got finished today. Our raise/bonus period is March-April, so apparently since I'm getting promoted "so close" (really not that close) to then, I'm not eligible for a COL raise next spring. But my director got it worked into this raise - got 6% for the promotion, 4% COL raise, 10% total. I probably would have gotten a bit more had they done it separately (COL next spring), but I'm not complaining about 10%. Very happy with that.
So, in total:
-3.5% COL raise April 2012
-10% promotion/COL raise November 2012
-$10k-$12k worth of stock options (vest 3 yr) received April 2012
-Slightly higher 2012 bonus (not enough to matter)
All in all, pretty happy ending
Last edited:
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