Can someone explain again how salary is increase is determined and what the relation is to structure %? Does employee performance rating make an impact? Being below or above midpoint of salary for your psg? It sounds like it's not as simple as 2% structure means only 2% raise.
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It’s a formula that was more clear before the rating split into 4 categories. Based on %CO, rating and structure change. Designed to get you to the target rating that matches your current rating on a 3 year window.
As stated by the prior poster the raise is higher if you Are lower in your CO because the gap between your CO and your rating is larger resulting in a larger per year raise to reach it at 3 year window.
I’m a supervisor. I get two predetermined pots of money - one for salary increase and one for bonus. In the tool we get min/max recommendations based on previous year performance, PSG, etc. (though not enough in my pot of money to max everyone out). I allocate within those ranges as I feel is fair. I can go above or below, but I need to justify it to my manager. I always use the entire pot of money, but I know some do not unfortunately.
Occasionally, once it rolls up to department level, there may need to be adjustments again, but this should be a discussion with the department LT. In mine, it was a discussion as we had an anomaly, but I have heard of department managers making changes after the roll up without telling anyone. Nice surprise for a supervisor a few weeks later (not).
Structure is how much the CO for each PSG increases. Theoretically an employee at 100% CO who meets expectations in every category would get a 2% raise if scale was 2%. Someone at 90% CO would get a big raise in top of scale if they had a great year.
Of course, this is all very squishy…raise money is pooled for each employee a supervisor has and is allotted at their discretion.