Anyone know how these job levels work and what to expect as a salary? I'm guessing Project managers have more visibility but as an engineer we have no oversight.
Would be good to see if someone can share the information.
12 replies (most recent on top)
@2jy Themselves! It's not us. I think we all realised a long time back they didn't care. And eventually started reflecting that back by not caring if we deliver projects. They don't seem to care about that either.
@2jv when promotions are blocked completely with no exceptions for anyone below the highest level then it's more than they just don't know about you, they are saying positively that the don't care.
Combine that with top level tampering with appraisal ratings and it's a declared policy of wage suppression and has been now for many years.
Anyone who is only just realising this now has been fooled by their "we are fixing this" bs. It's been just a smokescreen. Presumably to try and hold things together for a sale that's never come and never will.
No idea what the undeclared strategy is now. They are building a war chest for some reason but they definitely are not telling us for what.
It has become clear that the company does not feel compelled to offer pay increases. Staff turnover is low, and when individuals do leave, the decision-makers responsible for approvals often have little awareness of who people are or the work they actually do. That same lack of visibility is why pay progression rarely happens — it’s difficult to recognise contributions you don’t know exist.
Given that, I’ve realised I’m left with two options: retire early, or adjust my expectations. If there are complaints about delays or missed meetings outside core hours, then so be it — escalating these issues won’t change what I’m paid, and the situation itself won’t improve without structural change. So whilst I do actually care, I've been treated so badly I can forget that I do whenever it suits me.
I agree that salary bands are worthless in DXC for various reasons : Not just because there are no pay rises but also because in DXC pay bands are far wider than typical elsewhere e.g. 65% - 135% rather than 80%-120% (in relation to a mid point) .
However just ask your manager, they now have the information available in Workday. They didn't previously but since last December's salary "review" they do.
So just ask in your next 1:1, what have you got to lose?
Anybody who knows anything about dxc knows that salary talk is nothing but a big bad that covers everything, from the extreme low end to high end. If money is your objective, you are working at the wrong place. You need to resign and find a better place where salary is king. Here, only executives and their buddies get high salary and raises. Rest are just members of the peasant society .
Good luck to everybody on your job search for higher pay.
They either can’t, or have no idea how to fix the fact that most of us are doing very little of real value. We spend most of the time just waiting for someone to reply to an email or approve the next step. I don’t think I’ve achieved anything meaningful all week on my own tasks. I’m not going to invent work just for the sake of it — it’s dull enough as it is. If I had to sit in an office pretending to be busy, I’d have left long ago. In the meantime, they’re paying me to sit and wait. And no, sending work at 4 p.m. and expecting it done immediately isn’t happening. I’ve finished for the day — I’ll check back at 5, then switch off.
@ea I'm no fan of Musk but at least his trillion dollar package is linked to tangible targets. If he achieves them - he gets the money as agreed. Unlike here were we are badgered to set goals every year, and then when we meet the goals....it's "Oh sorry we have no money for pay raises, but well done - maybe next year. Don't forget to set your goals!"
Everyone cannot be Elon and get a trillion pay package approved.
My manager’s strategy for getting things done is to assign the same task to three people and hope one of us does it. Now we’ve all figured it out, so nobody does anything — we just assume someone else is on it, and when questioned say we thought someone else was on it.
Salary bands lol
Your salary is what you get paid today. About once in ten years you might get 1% added to it.
You can't get a promotion or a raise, you can only be given more work or responsibility.
The person next to you with the same job title or grade could be paid more or less than you and could be having more or less responsibllilty.
That's the reality in dxc and they wonder why nobody can be arsed.
At DXC, the salary bands are so broad that you’ll never officially be considered underpaid—even when new hires are brought in on double your salary for the same role.
The standard response remains, “If you think you’re worth more, leave.” Many have done just that—and now, with fewer people left, nothing gets done properly. When you’re 5% below, you tolerate it. But now it's just getting silly. The managers know they can't do anything. There's 5 managers chasing every task, that one person who felt valued could do - but they aren't, so they don't. And afterall there's a paperwork process which can block pretty much anything without even trying!!
That's DXC for you...
Good luck with that DXC doesn't share salary band information, not even with managers.
The one positive from last years laughable salary review is that your manager (not project manager) does have some insight into the salary bands now and at the very least can tell you were you sit within that salary band compared to the mid point of the salary band, this is known as your compa ratio. In normal companies that reward staff, DXC is not one of those, the normal values would be 80-120% or 0.8 - 1.2, with majority of staff in the 90-110% range.
DXC's policy is to keep everyone below 80%