What is the annual base pay % for performing vs. leading? I've heard performing is 3% but haven't heard anything about leading. Also, has anyone attempted to negotiate a higher base pay increase? If so, what was your experience?
Thanks in advance.
13 replies (most recent on top)
I got a leading and a 4% raise... Busted my a-s and received a slap in the face raise.
New hire last year was on boarded at a slightly higher wage then me,I have been here 8+ years.
Insulting. They treat new customers better then retaining existing customers, now they are doing the same with employees.
TMO starts at $20 and had individual commission.
3% raise is a joke these days.
companies wonder why people jump jobs. can easily create your own 10-20% raise usually.
Some of the answers on here prove this site is full of trolls. Let’s take a few examples… sales reps ranking 1/3/5 every month… that’s contribution standards, not ranking. It talks about how they perform based on hours worked in comparison to a company average. This is a PIP plan, and has no impact on your raise in any stretch of the imagination. If you go below performance consistently enough to be put in corrective action, that may impact your rating, which is the only thing that will impact your pay. Any leading or below standard rating must be explained in detail with HRBPs and the director to be approved, otherwise performing is the standard rating. The person who is saying 6-10% increase is out of their mind, and I’ll say it frankly, lying their a-s off to you. Standard raises have averaged 2.25-4.25% as a maximum, and the higher end is not managed just because you are a leading. It is due to bringing people to pay parity based on any job changes that occured. As far as annual increases, those were pulled out of salaried and hourly supervisors hands 45 years ago, and placed with an HR consulting firm that grants parity increases based on job title and pay parity in the market, no local control, even up to the director level.
The most I have ever received from a leading was 9%, even performing I would get 5-8%.
Las year i got a leading and only got 4% so who the he-l knows nowadays.
@1myi+1eWhtS1c I don’t know if the contribution report ranking is used in a managers raise. The sales specialists are ranked as a 1/3/5 each month...5 of course being tops. The rankings for each month are then averaged out by the year. Ironically there are specialists in my district who have a contribution ranking of a 2 and are still considered a performing . That’s why going forward I’m lowering my standards and giving just enough to get me by. If I’m going to be rated the same as someone who does half the work as me then why bother ?
I get a Leading every year usually between a 15%-25% increase.
OP here, and pardon my ignorance on the matter but this is my first year in a management role at VZ so this literally is my first rodeo... but what is the "contribution report ranking?" I've not heard of that before. How would I know what mine is?
This year raises will be based off of performance level, leading ,performing etc and what your contribution report ranking is. So if your a performing with a 4 or higher on the contribution you will get a larger raise percentage then someone with a 3. My average was a 4.6 but I know a few that were 3.5 who are performing like me but will get less of a raise.
Good feedback previously but I also believe it’s based on company performance overall.
One year performing, next year leading and both were the same percentages in my case.
Increases are not only determined by performance, but also by where your current salary falls within the pay line for your role. The lower you are, the more the increase. The higher your rating, the more the increase. There is no negotiating. Supervisors have not had input into Base Pay Increases for several years. It's all done by HR.
I work in wireless and usually get a 7% raise.
*base pay % increase (I forgot a key word in that inquiry)