Inflation is ki----g us in South Fl! I’m wondering if Centene is going to consider that w/ this year’s merit increases! That 3-4% will not cut it this year! We won’t have a “ home office” to go to due to rent prices and the 3x rent requirement!
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@sxsr+1fqhyhf9 - I think you wasted time writing the letter. They don't care; the only time they will loosen the purse strings is if you receive another offer, then they react to try to keep you. They are banking that you will not leave because most people always threaten to leave but never do.
My suggestion: start looking and when you do receive a better and higher job, jump ship. And don't accept any counter offer Centene presents you! They are only doing that just to avoid the costs of hiring a new person and really don't value you.
I work at a Centene subsidiary. I wrote this letter to my manager in October and then waited patiently for March like everyone else. It was never acknowledged and they gave me 80 cents. I cannot wait to find a new job. I can't find my CEO's salary listed publicly, but Michael Neidorff brings home 400 times what I do - 24 million annually. Oh, and my rent went up another $89/month this lease, since I wrote the letter.
TLDR the letter: I proved that my wage is stagnant and asked for more.
As you’re aware, I’m celebrating my 10 year work anniversary this month. I’m not too sure how to go about it, but I would like to request a raise. I feel I have always been a loyal, flexible, and accommodating team player. I have consistently switched roles, teams, and supervisors as needed, for the betterment of the company, teammates, and our members. In the past, I have worked weekends to meet deadlines for pilot programs and to tackle urgent report issues when we were in the red. I was in office to ensure a smooth transition from CCMS to TruCare. I have trained new hire Program Coordinators. I have sat with the corporate tech team to improve the usability of TruCare. I have been quick to switch gears and assist with every urgent request, project, and task that’s ever been asked of me. I have even taken on a care manager’s caseload when we were short-staffed, and awaiting a new CMII hire.
I was hired in at $21/hr, which was quite a bit more than the going rate for floor nurses at the time. Several floor positions are currently hiring LPNs at $30/hr now. I currently make $27.45/hr. In 2011, $21 had the same buying power as about $26 would have today. My teenage daughter was hired at Wendy’s for $14/hr. So, I don’t even make double what she makes. In the past ten years, housing inflation has gone up 26.9%, medical care has gone up 30.92% and food/beverage has gone up 19.99%. My rent alone has gone up by 25% since 2016 when we moved in. Health insurance has gone up, and benefits are now 13% of my paycheck. A few years back, I finally felt like I was making some headway financially. I’m starting to feel as though I’m just treading water again, and this seems like the logical first step to correcting the problem.
My raises over the past 10 years have been less than 3%, which barely covers the cost of living increases year after year. I do not feel as though my current wage is a reflection of my time, commitment, and merit over the course of a decade. I truly appreciate your time and attention to this matter and would love to further discuss it with you, as I know my raises are not a reflection of your management.
“pay for performance” totally plays into it (in the past at least), exceeds will get a higher percentage than a meets.
The idea of same dollar amount for same position is for same rating (typically a meets) earning an exceeds is the justification to give you higher dollar amount raise than what most ppl will receive in same position for that year.
In many departments they limit the number of employees that will receive an exceeds, so often a person is truly "exceeding", but being given a meets for a year or two before they get the rating of exceeding.
Now for departments that are 100% metrics and that is really the only goal to meet, I hope they really do give everyone that hits the magic exceeds number every month the annual exceeds rating. But many departments have enough other factors /goals or that magic exceeds number is such a "stretch" that people can't hit it consistently each month and that is how they can keep a bell curve of exceeds, meets, and partial meets.
Has anyone been laid off, came back, and has received their previous merit increase after they came back.
Ex:Granted merit increase and laid off before receiving it. Come back within 6 months and received it?
Just enough to cover the insurance increase, smh
Bonuses and merits will be done by the end of March. They made that change a few years ago ... so it doesn't show up in Q1.
Has anyone been notified of their merit increases/bonuses yet? It’s the last day of February and in the past we would have been notified by now. I haven’t heard a peep.
Meets is 2% this year. If you get anything over a 2% this year, thank your boss but know he had to take it from someone else for you to get it.
Well how does “ pay for performance” factor into that! If I’m working my a-s off rating at “exceeds” just because someone has the title as me and is “meeting” our pay will be same? That’s not paying me for my exceeding performance!
the goal is ensure all at the same level/title/experience are paid within the same reasonable range of each other. when you see someone get 3% merit and someone else with 2% that usually means the 3% person is already being paid a little less than their peers and the mgr is trying to create equity. They 3% person might already be past the range midpoint. When you get there your raises will usually be smaller.
Been with centene almost 10 yrs and never seen more than 2.5% raise, even with good performance reviews
RE: pay caps - you should be able to ask your manager or director what the salary range is for your current position. They should know that, including your annual bonus % for your level. That should be disclosed to you.
Umm, I would be interested to know what the “pay caps” are for the various non-management positions.
Agreed, in the beginning 3% is normal for a meets, but after a while when you start to hover close to the upper end of the pay cap for a position then the yearly raises are 2.5%. But I will say that often a 2.5% raise will equal the same or more in dollar amount than the person who received a 3% raise. The percentage amount in a particular category (meets, exceeds, ect) is usually about trying to get the members of the team roughly the same dollar amount raise.
Two people in same job, both with a meets, the person with the 3% increase usually makes less than the person who got the 2.5%. (Remember ppl get hired with differing starting pay depending on experience/education and ability to negotiate at time or hire)
Of course there are always exceptions to the above logic.
Ohhh and no way are raises going to have anything to do with inflation! But I would love to be wrong about that!!!
wait...people can actually get a 4% raise??? Since Centene took over Health Net, I (and other HN legacy) haven't seen anything higher than 2.5%.m, abd were pro-rate on the first raise after they acquired HN. And yes, we got screwed on bonuses for the first 2 years because Centene's stupid policy of not giving acquired employees the full bonus until the third year after the sale was finalized (sorry to all the Wellcare and Meridian legacy folks). Completely messed up policy - like it is our fault Centene bought the company we were at.
@1ujl+1fqhyhf9 OMG! Yes!
If you got a yearly raise of 3-4% good for you. Most are never that high at Centene.
Hate to break it to you but merit isn’t t going to be great this year. Maybe 3-4% for anyone that got an exceeds rating.
Has anyone been notified of their merit increase or bonus? In Illinois last year the increase was 2% for my team, and no bonuses for Meridian since we were not 'Centene' employees for a full year after the acquisition. Centene did not recognize our years of service at Meridian for bonus eligibility.
Try living in California! Not only dealing with inflation but more taxes and gas that is predicted to go up to $7. Damn politicians screwing all of us.
The 3x’s rent is devastating at this point and I’m in Missouri. You can barely afford anything decent. Let alone purchase a house. My rent went up over 200.00 and I won’t be renewing. However, nope. The merit increase percentage stayed the same. Smdh.