Conference turris::womannotes-v2

    Mags, have you spoken with Personnel to solicit their advice?  Here in
    the U.S., we've recently undergone a (lengthy) process called JEC, Job
    Evaluation and Classification.  In that program, each supervisor
    matched the daily work of their subordinates, as provided by the
    employee, to a list of job descriptions.  In some cases, the employee
    ended up in a new job classification altogether from the one they had
    been in.  I don't know how this pertains to European organizations, if
    at all.
    
    The other thing to consider is where your salary falls within your job
    range.  If you're not aware of your salary range, then it is your right
    to ask.  Typically, at least here in the States, if you are low in the
    salary range, you will receive larger percentage salary increases than
    if you are high in your range. When you are high in your range, it's
    generally the rule that you should be working with your manager toward
    progressing to the next job classification.  It would be useful for
    you, I believe, to have in hand the "official" description of both your
    current job and the job ranked just above yours.  Managers who are
    reluctant to talk money (and money is a sore subject with most managers
    this year) are often quite eager to talk with employees about taking on
    added responsibilities.
    
    You might find good information in the DIGITAL notes conference on
    HUMAN. There are lots of topics on salary planning and performance
    appraisals, etc. there. If you press Select or kp7 (7 key on the
    mini-keypad) you will automatically add the conference to your VAXnotes
    notebook.
    
     Welcome to Womannotes!
    
    Marge

I _know_ something like this has been discussed here before, because I remember
encouraging someone else to get a hold of her salary range. Anyone remember
where?

If you're getting high marks at review time, then you should be near the top of
your range. So, if you're not getting as good a review as you think you're
worth, that's the part to work on first.
	Mez

    There is  an  underlying  problem here, which is that raises are a
    *percentage*  of  current salary. Do someone who is 20% underpayed
    will get a 10% raise instead of a 6% raise. That will take 5 years
    to catch up. There are only two ways out of this. The first is too
    get  a  promotion  to a job where your current salary is below the
    bottom  of the job's salary range, in which case you must be given
    a  raise to put you in the range within 6 months of your promotion
    (and  in the U.S. of the end of the salary freeze, whichever comes
    later).  The other is to look for a job somewhere else.

    Since you  seem  to  be taking on a lot of extra responsibilities,
    you  may be able to make the first solution work. If you can't get
    a  promotion, you have to decide whether you really deserve it. If
    so,  you  have  to  decide  how much it's worth to you to work for
    Digital.  There  are  some  rather  good benefits (including notes
    files.)  Several  of my friends have come up against this problem,
    and some of them left Digital because they couldn't afford not to.
    (In  one  case  the  salary  difference  was over 40%) Others have
    stayed because they like it here.

    There was  a  reply  in  the  Digital  notes file over the weekend
    quoting  someone  high up in Digital UK management saying that the
    only  people  in  the UK affected by the salary freeze are 80 high
    level  managers. It also said that paying competitive salaries was
    a  priority,  so there should be money to pay for deserved raises.
    It also reaffirmed a commitmant to "pay for performance".

    Good luck.

--David

    
    
    
    
    
    Meg and Marge,
    
    			Thanks for replying.  I believe after reading
    these mails the first thing I need to do is talk to someone in
    Personnel.  The problem is I'm not sure who to approach....what
    do I say.  
    
    				Mags..........again
                                 
    
    

    Find out who your Personnel Representative is.  In the US (your
    situation may be different) there is a person who looks after the
    paperwork side of Personnel, that is the PSA, Personnel Services
    Administrator.  Then there is a Personnel Rep for your group who looks
    after employee relations questions.  If you or your co-workers don't
    know his or her name, your manager or PSA should be able to provide it.  
    
    Remember that when you talk to Personnel, you are not necessarily
    talking in complete confidence as this rep also represents your
    manager.  It's not like talking to a doctor!  So be careful how you ask
    your questions.
    
    grins,
    Marge

    The note  in  DIGITAL  notes  file  that  I reffered to earlier is
    818.98.  It conatins an explanation of the effect of the freeze in
    England, and some idea of how salaries are set there.

--David

    The following is from a pamphlet entitled "DIGITAL and YOU" subtitled
    "A Handbook for U.S. Employees of Digital Equipment Corporation".
    My guess is that there is something similar in the U.K. I received my
    copy from Personnel here.
    ------------------------
    "Managing Your Salary"
    
    "Your salary growth at Digital is primarily up to you--it depends on the
    career moves you make and how well you perform in your job, as
    evaluated by your supervisor.  If you are eager to advance your career
    and earn new responsibilities, you will have that opportunity if your
    performance is consistently high.
    
    "Your supervisor formally evaluates your performance during regular
    reviews.  The timing and amount of your salary increase depends on your
    supervisor's evaluation of your performance and where your salary falls
    within the salary range for your particular position.
    
    "Salary ranges are established so that they are comparable to those
    paid in companies with whom we compete for people.  To ensure that our
    salaries remain competitive, Digital periodically surveys the
    marketplace."
    
    "ADVANCEMENT:  You, Your Career and Digital"
    
    "Digital's greatest asset is its employees, and the company's success
    depends totally on you.  As Digital grows, our employees grow.  As we
    accommodate our expanding business and changing skill-mix requirements,
    we will also strive to maximize your career opportunities and
    contribution to the corporation.
    
    "The time you spend in your position will include a learning period up
    through a period in which you are fully knowledgeable and ready for new
    or expanded responsibilities.  The minimum length of time in a given
    job needs to be communicated to you by your manager, but it is
    typically between one and two years.  It will vary depending on your
    group's business needs, the complexity of the job, and the amount of
    time required to fully learn the job and to contribute to the
    department's performance.
    
    "We encourage you to identify your career development needs and
    aspirations and make them known to your manager.  However, your career
    development is primarily your responsibility.  You need to notify your
    manager before seeking a new assignment.  As Digital's workforce
    requirements change, you may be asked to consider acquiring new skills
    which will lead to new work or a new career path."
    
    Revised June 1986 Catalogue #EB-29051-86