yearly wage rise
Discussion
Just a general query really but would you expect your wage rise to rise in-line with your superior/s year on year?
Given theoretical parallel performances would you expect the same percentage pay rise or a pay rise which keeps the actual cash gap the same.
So for arguments sake for 5 years in a row you both get a 5% pay rise. your salary is £50k the boss earns £100k
the 1st year gap is £50k. By year 5 however you earn roughly £61k and he earns £121.5k so that £50k gap is now £60k.
So would you expect the same percentage or to maintain that initial £50k wage gap?
Given theoretical parallel performances would you expect the same percentage pay rise or a pay rise which keeps the actual cash gap the same.
So for arguments sake for 5 years in a row you both get a 5% pay rise. your salary is £50k the boss earns £100k
the 1st year gap is £50k. By year 5 however you earn roughly £61k and he earns £121.5k so that £50k gap is now £60k.
So would you expect the same percentage or to maintain that initial £50k wage gap?
Neither, frankly. Firstly I've never worked anywhere where there was an expectation of regular annual pay rises being handed out as a matter of course. Inflation had been low for the last 20 years, so it's not like you need a nominal payrise just to stand still in real terms. Thus all payrises I've had have either come from moving jobs or by recognition of individual performance; not correlated to what my boss has or hasn't done, nor how he or she has been rewarded.
At the level you're talking about nothing is fair or given and you need to earn it. Salary differentials are only important to the shop floor & unionists from the 1970's. Your point also relies on both people staying "at grade" for 5 years and the lower person doing nothing to advance themselves into the upper level during that time.
The levels im talking about there are perhaps 2 positions apart. the next level above the £50k mark is probably on about £70k. those positions come up only generally when someone retires so it could be 10 years or more before the chance for advancement comes and you'd be up against 10 other people most likely.
So advancing yourself for the significant wage rise is rare. the yearly bonuses for the higher wages are generally at least 3 times more so (probably 5/6 time for the position above that) So in real terms it's more like a £60-£70k difference.
the role we're is also one where they couldnt just replace you without at least 5 years training for a replacement. So they thankful for a job thing is appropriate but you couldnt just simply be discarded by the company really. we are unionised though if that means anything.
So advancing yourself for the significant wage rise is rare. the yearly bonuses for the higher wages are generally at least 3 times more so (probably 5/6 time for the position above that) So in real terms it's more like a £60-£70k difference.
the role we're is also one where they couldnt just replace you without at least 5 years training for a replacement. So they thankful for a job thing is appropriate but you couldnt just simply be discarded by the company really. we are unionised though if that means anything.
I don't think you can expect the same increase in pounds, possibly percentage as has been said.
To exaggerate things slightly to try and make a point... If you look at a level or 2 down, the tea boy shouldn't expect a £20k pay rise because his bosses bosses boss has got one and wants to keep the same differential.
To exaggerate things slightly to try and make a point... If you look at a level or 2 down, the tea boy shouldn't expect a £20k pay rise because his bosses bosses boss has got one and wants to keep the same differential.
docter fox said:
I don't think you can expect the same increase in pounds, possibly percentage as has been said.
To exaggerate things slightly to try and make a point... If you look at a level or 2 down, the tea boy shouldn't expect a £20k pay rise because his bosses bosses boss has got one and wants to keep the same differential.
Yeah it's a strange place here really, It's an industrial work place so there are inherent risks in the role we carry out though we hear there are admin jobs here which are on not much less than we earn through generous pay rises and bonuses (this is significantly more than they'd get for the same job elsewhere) To exaggerate things slightly to try and make a point... If you look at a level or 2 down, the tea boy shouldn't expect a £20k pay rise because his bosses bosses boss has got one and wants to keep the same differential.
We're also paid less than at least 2 of our competitors so it's more of a risk/reward and keeping up with the market standard question.
I would expect same or similar % rise linked to where I was in the pay grade. Over a period of time, and with good performance, I'd expect to creep up within the pay grade (assuming the business is solvent and doing well.....and its big enough to have pay bands).
In a big blue chip, there was a pay rise budget that each manager had to manage. Over the past number of years, the budget was small (eg 1%) so as managers we didn't mess around with 1.1% for (a) and 0.9 for (b) but tended to reward / differentiate with bonus linked to performance and fairly differentiate between the really good and the adequate. if you were a poor performer then you'd be more likely to get very low pay rise or zero with an accompanying improvement plan in writing or risk saying goodbye.
Wages are very divisive....which is one of the reasons why HR departments try & ensure they are confidential. In the end, if you're not happy, move on or have the discussion with mgt. At one point in my career, a colleague let slip their salary. I was doing the same job as them, & was better at it in the end....they had a salary 25% more than me. But...they had more experience, had been at that grade longer...and in the end, had realistically reached their summit in terms of grading. It didn't bother me, as the job was good, and was a stepping stone on the career road and at the time I thought I had a fair wage for experience/job/time in grade etc.
In a big blue chip, there was a pay rise budget that each manager had to manage. Over the past number of years, the budget was small (eg 1%) so as managers we didn't mess around with 1.1% for (a) and 0.9 for (b) but tended to reward / differentiate with bonus linked to performance and fairly differentiate between the really good and the adequate. if you were a poor performer then you'd be more likely to get very low pay rise or zero with an accompanying improvement plan in writing or risk saying goodbye.
Wages are very divisive....which is one of the reasons why HR departments try & ensure they are confidential. In the end, if you're not happy, move on or have the discussion with mgt. At one point in my career, a colleague let slip their salary. I was doing the same job as them, & was better at it in the end....they had a salary 25% more than me. But...they had more experience, had been at that grade longer...and in the end, had realistically reached their summit in terms of grading. It didn't bother me, as the job was good, and was a stepping stone on the career road and at the time I thought I had a fair wage for experience/job/time in grade etc.
Steve Campbell said:
I would expect same or similar % rise linked to where I was in the pay grade. Over a period of time, and with good performance, I'd expect to creep up within the pay grade (assuming the business is solvent and doing well.....and its big enough to have pay bands).
In a big blue chip, there was a pay rise budget that each manager had to manage. Over the past number of years, the budget was small (eg 1%) so as managers we didn't mess around with 1.1% for (a) and 0.9 for (b) but tended to reward / differentiate with bonus linked to performance and fairly differentiate between the really good and the adequate. if you were a poor performer then you'd be more likely to get very low pay rise or zero with an accompanying improvement plan in writing or risk saying goodbye.
Wages are very divisive....which is one of the reasons why HR departments try & ensure they are confidential. In the end, if you're not happy, move on or have the discussion with mgt. At one point in my career, a colleague let slip their salary. I was doing the same job as them, & was better at it in the end....they had a salary 25% more than me. But...they had more experience, had been at that grade longer...and in the end, had realistically reached their summit in terms of grading. It didn't bother me, as the job was good, and was a stepping stone on the career road and at the time I thought I had a fair wage for experience/job/time in grade etc.
There's no difference between the same job roles here, i get paid exactly the same as all the others that do my job role regardless of experience. there's just big jumps between my role and the roles above. In a big blue chip, there was a pay rise budget that each manager had to manage. Over the past number of years, the budget was small (eg 1%) so as managers we didn't mess around with 1.1% for (a) and 0.9 for (b) but tended to reward / differentiate with bonus linked to performance and fairly differentiate between the really good and the adequate. if you were a poor performer then you'd be more likely to get very low pay rise or zero with an accompanying improvement plan in writing or risk saying goodbye.
Wages are very divisive....which is one of the reasons why HR departments try & ensure they are confidential. In the end, if you're not happy, move on or have the discussion with mgt. At one point in my career, a colleague let slip their salary. I was doing the same job as them, & was better at it in the end....they had a salary 25% more than me. But...they had more experience, had been at that grade longer...and in the end, had realistically reached their summit in terms of grading. It didn't bother me, as the job was good, and was a stepping stone on the career road and at the time I thought I had a fair wage for experience/job/time in grade etc.
xeric said:
Try not to worry how much other people earn, it is of no concern to you and you can't do anything about this anyway.
Concentrate on yourself and be happy at where you're at.
Knowing other peoples wages is a recipe for disaster.
It depends. Knowing the salary band/range for your role is useful for negotiation. Knowing individual salaries is painful.Concentrate on yourself and be happy at where you're at.
Knowing other peoples wages is a recipe for disaster.
e.g. if you exceed all of your targets, smash you goals and still are at the bottom of the scale... as I say, useful for negotiation.
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