The avg rise is 1-2% highest being 3%
Bookmark this post and call me out later if I’m wrong.
25 replies (most recent on top)
I don’t understand why folks stay? No raise yesterday, no raise today, no raise tomorrow. That is the DXC way.
Leave and get mental peace as well as better financial freedom!
Don’t walk, run to the nearest exit!
DXC needs to stop with all the so called paperwork - which is just endless Word documents and spreadsheets reporting that there's been no progress. I have about 5 managers who have all just given up on planning and just throw endless tasks in my direction. Most of which I ignore and just do what I think most appropriate. If you ask for a decision on direction or priority you don't get one anyway. They just say it all needs doing, and a day later want something else instead. My collages play the game - tell them all what they want to hear, go to endless meetings and basically achieve nothing. I quit long ago, pay me what you like, an extra £5 a week isn't going to motivate me.
DXC now charges me out at around 50% more than it did the last time I got a pay rise. They say it's in the contract. The client doesn't get 50% more for that price. In fact they are probably getting 50% less!
DXC needs to stop wastage, stop pointless sponsorship, stop exec $$$$$$$$ bonuses and shares, stop the share buy back and be honest to its employees and clients. or expect walk outs and work to rule
As has been referenced before, since its inception in 2017 DXC should have on average been paying 5% a year raises. For vast majority of staff its been 0. So salaries should be roughly 40% higher today than they were in 2017. They are not. So reduce your work by 40% which neatly equates to 2 days/week. So just work Tuesday-Thursday.
"who said you don't get a raise if your at ceiling or promotion is blocked in high cost countries?"
My manager.
And yes of course this applies only to plebs not execs.
Ok you don’t want the 1 - 2% increase , then we won’t give to you. Ungreatful employees
After years of not telling people where they are in the band HR have now divided the bands up in to 4 segments, 1 at the bottom, 4 at the top, and managers know what segments their staff are in. HR still won't share the segments boundaries but everything else being equal you're more likely to get a raise if you are in segment 1 than you are in segment 4. However given how wide the bands are and how small any raises will be, you'll be in those segments forever. And yes if you're in segments 3 & definitely 4 time to check out the mythical promotion process.
Basically DXC is fu---d.
Any recent joiners are in segments 3 & 4, any long term employees 1 & 2. The very limited budgets won't fix the long term problems. The amount of negative feedback is almost at the point of open rebellion but come December and the next raft of town halls our glorious leaders will act surprised we're not all stupidly grateful.
@1jgx+1vsBQmXE who said you don't get a raise if your at ceiling or promotion is blocked in high cost countries?
Chris Drumgoole a great example he got a massive hike and he was already above the ceiling in a high cost country.
Maybe rules for friends at the top are different.
The motto is We skrew you and take your raises for our pay at the top.
"Told today I’m getting 0. Top rating last 3 years. Good luck, you’re gunna need it."
You've probably hit that hidden HR salary ceiling...
Would be nice if they told you that, but even your manager won't know.
You could try for a promotion (to unlock more salary scale), but I've been told promotion in high cost countries is blocked.
Told today I’m getting 0. Top rating last 3 years. Good luck, you’re gunna need it.
This topic will not go away.
Would managment accept a pay raise in same height as staff?
You people will never be happy, be glad you are getting something as something is better than nothing
A snall step in the right direction. Still alot to go
I've heard my manager tell me everyone is getting the same in our team. Whether that's the same percentage or the same dollars I don't know. I'd imagine dollars because the pot is in dollars.
And yes it's only for people up to and including "manager" job levels.
He also told me don't expect much...
Chris Drumgoole got $1.5 million payrise and he has delivered very little.
Why did he get a 50% rise? How does this merit system work? How can had s raise be afforded?
How is anyone in for a huge shock? They must be stupid and probably should be fired immediately.
The bands have been hidden and no longer there, there is a scale with 4 points. But that means fu-k all when you’re below the scale to start of with
My manager is going to give us all the same. Double kick in the nuts. My colleagues have sat by and done sod all, and get the same reward. Evidently he heard me say it's an insult so I should be happy the others got the same!!
Heard the same figures too. The one thing I don't get is HR talking about people being at top of band, er by their own admission most people are way below mid point, no where near top of band
fdz+1vsBQmXE
After 5-8 years of nothing, 1-2% is a kick in the nuts
And next year you won’t get a cent! They are alternating job roles!! This year it’s group A, next year group B.
1 or 2% increase is better than no increase at all. That means I’ll get $1,920 increase and if I keep meeting my goals every year the amount will go up each year
amd+1vsPHDDU
Confirmed
That’s correct you are not wrong higher pay checks will be nearer the 0%
The pots have been shared and modelling has been done over who gets what.
Nov 6 - 8 Manager Training
Nov 12 - 22 Manager Planning
Nov 25-29 Leaders Review
Dec 3 -13 Communicating to staff (it has a different name but ppt on work pc)
Dec 14 Merit Rises in Workday, effective back pay from 1st Dec