Can anyone please explain what the changes to pay band will look like and what the goal of 80% translates to? Do they want managers to be within 80% of top pay or 80% of midpoint? Is the pay band being compressed, in other words top pay goes down while bottom pay goes up? I assume this will in no way benefit anyone... just curious if anyone knows what it will look like.
20 replies (most recent on top)
I heard they were playing with pay. Glad I got laid off last year. Lower pay will also affect your pension. What's left for them to take?
Why do they continually fool around with the titles and salary ranges so much as it is really bizarre. They changes us from Architects , Solution Engineers, System Engineers, Technical Solution Managers, Solution Managers etc. all the time while doing the same job! Now the latest title du jour has an end point which was higher than others titles now just dropped 15k lower than other titles?? What gives as nothing changed regarding the work we do. I was happy with the new title as the end point in the salary range was higher a month ago now it is much lower than my prior title...ridiculous. Also, how can multiple people on the same team essentially be doing the same job but some have an MTS title which is 40K higher?? (I previously was an MTS. I am certain my technical graduate degree is as advanced as others with an MTS title and we essentially are doing the same job.....Makes no sense...Do the folks creating these salary ranges for a given title have a clue? How can title salary changes , change like the weather one month one title has a higher salary range the next it drops lower than said salary range....
I thought I had a career, but realize now it is just a paycheck.
@1vck
"Remember pay is a budgeted item. There will be directors who short raises on some so they can boost pay of the one's on the bottom half of the band. Performance no matter. Experienced this more than once."
No they won't. Not anymore. The system assigns all the raises now.
you can also see the range for any title at careerintelligence.web.att.com (intranet only)
just looked at my TSR. Noticed that the min jumped up by 15k but the max dropped 20k. aka: yes, the 5 'boxes' on TSR are now just the 3 in the middle – which means midpoint stayed much the same.
Remember pay is a budgeted item. There will be directors who short raises on some so they can boost pay of the one's on the bottom half of the band. Performance no matter. Experienced this more than once.
Pay band is now 80-120 percent of midpoint
The number on elink for tsr bands is that percentage of the current midpoint of my payband. It’s not showing 2021 paybands
If you are below 80% of your midpoint you’ve been underpaid and you’re getting a raise. If you’re over 120% of the midpoint, sad days ahead.
Look for a file “2021 compensation program changes faq” by searching onestop
It hasn’t been called eLink in a decade people.
Reality is most employees have been working for the company for a while. On my team, there is no one with less than 10 years of service, most are in 15+, 20+ of service. Yes, there are slim pockets of college hires, most left within 2-3 years after they learned there isn't a future for them here.
Bringing up the low end to 80% of "market" pay means less than negligible impact to cost. Expect merit pay increase to stagnate, the benefits out of pocket cost will outpace which result in pay cuts. HR can shamelessly pretend that pay and benefits are competitive all they want, it only applies to executive fat cats and we all know it.
To view the updated TSR - go to eLink > Employee Services > Personal Information > eLink Employee Report: TSR Low and TSR High.
What is the navigation path to the link employee report?
update to last response - just checked my eLink employee report for today and indeed the new narrower TSR is displayed for my job (low is now 80% of midpoint and high is now 120% of midpoint). Check your eLink employee report to see your new TSR. (non-union employee here, not sure if different for bargained for employees)
My understanding is the bottom of the range will be higher but the top of the range will be lower. Instead of 5 segments (a mid, then two below and two above), there will be 3 (a mid, then one below and one above). The goal is to bring those in the lower end of the band up to within 80% of the mid-point. May help some newer, lower paid employees, and may hurt some older, higher paid employees. As of now, e-link employee report still has the wide TSR range for my job, I assume it'll be updated by early March when updated compensation statements are released.
It's pretty simple. If you've been here awhile, you're getting boned. Don't like it? Leave. (That's the intent).
It’s a sh–e sandwich and we are all about to take another big bite
Everything the company does has a purpose and right now the only focus is cutting cost so you can count on this negatively impacting either your current salary, potential top pay, adjusting midpoint so you don’t get pay increases or all of the above. It’s no different than changes to the bonus structure. They lowered the % a couple years ago but had the Individual Performance portion and now that is being replaced by an award during the year- in other words a gift card or email saying “good job” - bottom line is, you are going to make less money overall while paying more for benefits, losing % of pension along with retirement benefits and vacation days.
Just remember there are no pay bands for the c-suite. The more billions you lose, the more tens of millions you get!!
Always remember, Nothing this company does is for your benefit!!
I was told they are going from five levels or segments of pay back to three but not sure what the point of that is. I’m certain it’s not for our benefit though