Conference 7.286::digital

    From my JEC presentation today:
    
    The Job Employment Classification (I think that's what JEC stands
    for) is currently being done in US Area.  The goal is to have all
    job classifications based on what people really do, and not on force-
    fitting people to some very old, very stratified set of job codes.
    It should also level similar jobs in different organizations.  Salary
    ranges will be broadened, but nobody takes a cut.  Within the next
    several months 100% of the 41,000 Wage Class 4 employees in US Area
    will fill out the Job Overview Questionnaire (JOQ).  It consists
    of four questions where you are asked to list your major job
    responsibilities, types of business decisions you participate in
    as part of your job, types of problems you see in your job, and
    as question four any aspect of your job not covered in the first
    three questions.  Your manager gets to sort all of these into piles
    of similar jobs.  Then 20% will fill out the Job Profile Questionnaire
    (JPQ), which is much more detailed, and is one of those computer-scored
    forms that require a #2 pencil, fill-in-the-circle-neatly, and erase-
    completely-if-you-must.
    
    All of this gets fed back up the corporate ladder; next May (I think)
    we get the word as to what is what.
    
    This is being done in waves; if you haven't heard about it yet you
    will in the next few months.  Once WC4 is taken care of the other
    wage classifications get their turn.
    
    Susan Vickrey

|	After being classified, and IF your salary is above your new range,
|	you would NOT receive a reduction in pay, I repeat, NOT receive
|	a reduction in pay.  No one will lose salary on the reclassification.

  OK. So what happens if you are unlucky enough to get reclassified and
  your salary is over the range for that new position?  Do you not get a
  pay raise the next time around (to keep you from going far beyond the
  range) or do they 'bump' you to the next position up the ladder? 
  
  Just curious 

  $

>  OK. So what happens if you are unlucky enough to get reclassified and
>  your salary is over the range for that new position?  

    You will either:

    1]	Receive smaller increases,
    2]	Receive more responsibility.  

	Virginia Road [Where I work] employees are the test mice for JEC
    and  we have already filled out JOQ's as well as some JPQ's and this
    is what we have been told in regards to this question.	
    

     If your current pay exceeds the new pay  range, my suspicion is that
     you will be "red-lined".  This means that you  will  NOT get a raise
     until the range catches up with your current pay, you  find  another
     position in a higher range, or get promoted.
     
     In the "old  days" at DEC ;-) (~8 years ago), it was very common for
     WC1 and 2 people  in  Manufacturing to become "red-lined".  This was
     due to a policy of 6-month reviews/raises in the 6-8% category while
     the ranges may only have increased  6-8%/year.   [WC4 folks only got
     9-12 month review/raises, even back then.  :-(] 
     
     Thus, there is a historical  basis  for  my  theory.    My first DEC
     position was in Manufacturing supervision and  I  had  24  WC1  &  2
     employees   (48  reviews/year,  yeeccchhh!),  some  of  whom    were
     "red-lined",  so  the  above  information  is  based  on  first-hand
     imformation.

    
    Here's another problem for a few of us.
    
    I was hired outside any template to create and develop "local Area"
    marketing programs, strategies, tactics, tools and industry specific
    services "packages."  Because "marketing" has traditionally been done
    at corporate, my hiring manager was only able to bring me in at a level
    that was 2 - 4 levels below what it would might have been if I hired
    initially instead into a corporate based marketing position located
    in Massachusetts or New Hampshire. 
    
    I accepted because I wanted to be a part of Digital and to do good
    marketing in the Area office where I am, and felt I could live with
    the level and salary, considering the relatively low cost of housing
    here.
    
    Within four months, there was a DEC reorginization, which replaced
    the two levels of management that hired me.  New management reverted
    back to the previous position where all "marketing" was done at
    headquarters, not at the Area.  My position was eliminated.
    
    I decided to apply to the hundreds of Digital marketing management
    positions at "corporate."  BAM!  All of a sudden, recruiters kept
    telling me that while I might be qualified for positions 4 levels up,
    at the appropriate mid-salary range, that hiring managers could not
    hire an "internal" candidate at the budgeted level, even if they wanted
    me, although they could hire an outsider at the budgeted level and
    salary without any problem whatsoever. 
    
    Now, this.  How can I get rated at the skill level I should be at if
    I'm no longer doing much at all related to my twenty years in marketing
    and sales and formal marketing education?  With this new system, will I
    not now be rated at a level even lower since I'm no longer doing the
    work of my chosen profession? 
    
    It seems I'm in a catch 22.  Any suggestions on how to acquire the
    correct level rating for my profession, even if I'm currently not
    doing it, rather just doing "special projects" until I can procure
    a new "marketing management" slot within Digital?
    
    Or am I doomed?

    DC
    Concerned and in need of help.
    

    this topic is continued in 428.*