I get we're not rolling in the bucks but are your teams getting the usual 3% increases? My manager hinted not to expect anything unless you were a 5 or on a visible deal. Are we prepping for RIF 2.0 or just my team isn't getting raises this year
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I've been with other companies that did merits every 2 years. It's a nice change to get one every year so far since I've been with CDW. Count your blessings, even if it's 3%.
I am saving my customer data in case I am let go.
@f1 @f1 It doesn't. Your Manager/Director will write up a version too and try to get you to agree with their ratings. If you do, fine, if you don't the. Whatever. You'll agree on goals for the next year. The way it works is that a percentage allocation, say 2 to 3% of the total team's salary expense is the available increase budget. The manager director can then allocate those dollars to individual team members. So say you have someone making a base of $150k. At 3 % that's $4500 in the pool. If you have another employee making $80K that's another $2400, and you have 3 people at $100K that's another $9000. The Director now has $15,900 to allocate out. He/she could decide to give $5000 of it to the $80k employee to try to even out salaries, leaving $10,900 to be spread out amongst the other 4 employees. If he/she give 2.5% to each of the $100k employees it leaves a total of it leaves $3400 for the $150k employee.
@e9 I am new to CDW. How does the evaluation we write about ourselves figure into consideration for merit pay increases?
@OP PMP nonsense is just starting to roll out.. The meager merits of 2-3% should be announced in march. Shuffling of the deck ala Titanic on the horizon. As a betting person, assume formal layoffs in Apr/Q2.
Merit is being standardized down at most public companies. Businesses do not need the over performers as much as they want to/ have to cut costs without hurting their own pay. High review score doesn’t equally apply across similar functions in different orgs for similar workload or quantifiable results. The option amy of us have here or anywhere is new employer = largest bump >current employer new role > ki-l yourself to squeeze out an extra percent or two, if lucky. Right or wrong not just being good/producing value is enough for a decent increase. You have to move up and around and spend as much time selling yourself as you do making CDW money.
The amount your team has to play with has already been communicated to your Director. If people aren't getting raises it's because h/she has increased the allocation to another team member and used those dollars there.
@e0 Amounts were communicated to us in the beginning of February.
Hand -wringing. Go ask your manager fool!
It should be usual merit increases. Small but something.
Why not wait the two weeks and see what you get?
@b0
Can't beat the free pizza
I like working here.