NBR: Another work question. Reviews

SnShne322 · March 2015

When you get your annual review, do you talk compensation at the same time? If not, how long is it before you discuss compensation?

Ours used to be together, but they've changed it this year. Bonuses are being paid this friday, but no one even knows what they're getting, including payroll (myself). I'm extra anxious because my review could mean a lot of different things compensation wise and it's killing me to wait. It's been 10 days since my review. There's a lot riding on this personally and professionally.

ThisModernLove · March 2015

In the past, I've always had them at the same time. They are tied together for us. I can't imagine that waiting!

CTDec03Bride · March 2015

In the past, I've always had them at the same time. They are tied together for us. I can't imagine that waiting!

Ditto. We don't usually get our raise right away, but we usually always find out what we are going to get at review time.

GilliC · March 2015

Bonuses typically happen at the same time. There was a hiccup last year, and they didn't get some upper manager to sign off on things, so they couldn't give us numbers during the annual reviews. That was weird, since the entry was sitting there blank on the form we go through.

Our salary increases happen at a completely different time, though. Our reviews happen in Q1, but the annual merit increases don't happen until Q2 or Q3. Honestly, I've never really had any communication about them at all, other than receiving the letter. Anything larger than a few percent is tied to our current role/position. For technical people, there is a process you can use to apply for an upgrade to your technical title roughly every 4-5 years. Instead of a discussion, you have to write a 5-10 page summary outlining evidence of your technical achievements against a set of criteria, and that is then reviewed by a set of more senior technical people in your field.

Willy1020 · March 2015

It would be together if we were getting anything. We haven't had raises or bonuses in two years. My company is the worst. Our office manager is driving it into the shitter.

lab7979 · March 2015

I don't like the way we do raises. Everyone gets a raise pretty much every year. Its usually around 3% but can go up to 5 or 6%. If your superior wants to give you more they have to fill out a bunch appeal paperwork so that basically never happens. Each department is allotted a certain amount of money to use towards raises to be distributed as they see fit. Its a small amount. Instead of giving raises based on merit they tend to distribute it evenly so even if I work my butt off and my coworker does just enough not to get fired, we get the same percentage. I think that kind of sucks but at the same time it also means I rarely have to worry about getting nothing. They usually give us a formal letter not long after our annual review with the amount we are getting. Its never much of a surprise. We are not eligible for bonuses.

SnShne322 · March 2015

lab7979 said:
I don't like the way we do raises. Everyone gets a raise pretty much every year. Its usually around 3% but can go up to 5 or 6%. If your superior wants to give you more they have to fill out a bunch appeal paperwork so that basically never happens. Each department is allotted a certain amount of money to use towards raises to be distributed as they see fit. Its a small amount. Instead of giving raises based on merit they tend to distribute it evenly so even if I work my butt off and my coworker does just enough not to get fired, we get the same percentage. I think that kind of sucks but at the same time it also means I rarely have to worry about getting nothing. They usually give us a formal letter not long after our annual review with the amount we are getting. Its never much of a surprise. We are not eligible for bonuses.

That's typically what happens here too, though my supervisor at least seems to distribute it appropriately, higher to some, lower to others, based on performance. Our bonuses are done the same way.

Is it typical that you have to put in writing why you deserve more? For us, our managers have to do the negotiating, not the employee.

lab7979 · March 2015

If we want more then we would have to discuss it with our manager and they would have to submit the written request.

duxcaelo · March 2015

We used to do an annual goal setting and quarterly check in, with a review in June and compensation adjustments that are also "not tied to the review" in August.

My previous manager also had individual biweekly meetings setup; I found those meetings could be an appropriate place to discuss compensation outside of the review, generally with the caveat of I really like what we do and I want to stay, but the salary isn't commiserate with experience.

This current review cycle is approaching a year without any actual goal setting, so I'm unsure how the review process will be.

I worked at one company that did profit sharing. I emailed hr to ask about the amount, since we were eligible to allocate some to 401Ks, so I could decide what percentage to contribute. I did get the amount, also with a note to keep it private until the day the checks were handed out.

RhymeReason · March 2015

At my last company, reviews were usually December, maybe early January. Raises (which we usually didn't get) and bonus conversations weren't until March.

NBR: Another work question. Reviews

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