Anyone know the salary ranges? Houston politics and made up ranges. Forget the fighting let’s help each other figure out how much we are being underpaid.
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Other companies don't hold 10 - 20% of your annual salary hostage. Period. It just gives an opportunity to a lot of unscrupulous mgrs to manipulate employee pay and strong arm concensus to bad decisions and *ss kissing.
50 percentile is they avg pays in a pay grade to come out in the middle. So if you have a couple connected people at/near the top of the pay grade every one else needs to be nearer to bottom to avg to the middle. To many people end up under paid in favor of the friends and relatives. It's gross.
@4nik+1raUT6q6 EMT has long stated that they pay at the 50th percentile... meaning 50% of similar roles elsewhere pay more than what Crown does.
Talking about your salary is a FEDERALLY PROTECTED RIGHT.
@cmyd+1raUT6q6, oh stop it. One has nothing to do with the other.
If any of you focused on getting things done and not taking shortcuts maybe we’d be in a better place. Nah, sit here and compare salaries instead.
The salaries ranges are below private companies more in line if you compare it with federal jobs.
Bonus structure is also pretty broken. They call it 60/40 (Company /Individual performance) but it's all dependent on how the company did financially. If the company is not doing good individual bonus doesn't also gets funded. Doesn't matter how well the individual did.
Crown used to pay competitively but failed to keep up over the past five years
C1 over a million a year but no bonus though so it’s tough and downside is I had to retire but I kept my pick up.
Crown pays are now below average than the market. They break bonuses 60/40 on business/individual performance but if the business haven't performed and individual did, the individual part of the bonus is also marked down.
Their pay scale now match with federal government jobs rather than private jobs.
After 12 years I know it's not uncommon to get your numbers 2 or 3 days before check. There's no point in considering the process collaborative or making a case for yourself, it's all decided before you get there.
M2 with only 10% bonus? I don’t believe that.
I’ve been here just as long. Guess it’s different in my area.
M2 $86882
10%
No we have not. I’ve been here for almost 11 years. It is one package. Review and your comp in one meeting. We should know what the bonuses are for 03/08 and what our new rate is for the start of the month.
To the person below who says it’s shady to have a review with no compensation talk… it’s always been that way. It is stupid to do it this way I agree, but we have always had reviews in February and comp review in March.
M1 in Tampa. 110k 15% annual bonus plus RSU
Live in NY and I’m M1. I make $82,500 with 15% bonus
Houston
P3
132k w/ 15%
P4 $120,000 20% bonus 25% RSU
P5 $174,000 35% bonus 50% RSU
Both are at the bottom of their tiers and doing enterprise security roles.
Sooo. Did anyone else have thier review already was not told how much of a raise they were getting on March 8th? Seems shady to me to go through the whole process and not be told what your new value is. Last year at the review time, we were told how much to expect right at the time of the review. This year it is just crickets.
S3 Support / Approx $64K / 10% Bonus
To be fair, the location and cost of living will greatly affect how much you make as well. A P1 in Pittsburgh is going to be making nearly as much as a P1 in California.
P2 - $83,000 15% Bonus
S3 $61,360 10% bonus
P1 $74k 10% bonus
95500 tower pm
P3?
S2 $43k with 5% bonus
As a former Mgr I know for a fact that all of the reviews I did were shuffled around so my mgrs relatives recd significant increases while those who should have had them got little or none. FACT. Nothing but BS. SP is a snake pit. 90% of those that have been there more than 12 years need cleaned out.
You’re here to say I’m a Z6 and I make between $2 to $5 an hour. Stop the fighting. Fight the PURPLE.
If you applied internally, it will be a lateral/same salary move
If you ask for a raise and aren't one of the favorites, you'll likely be unofficially flagged as an issue so tread lightly. No matter what company you work for you're nearly always better off getting a "raise" by finding a new job with a higher wage at a different company. That said, some states require the salary ranges to be posted on new req's so look around to see which ones have it (CA, CO, WA, NY are just a few states that have salary laws). If you see a posting that legally should have the salary listed and it doesn't, report it to that state's DOL board.
I was curious about this a couple months ago, here are a few of them.
- Operations Coordinator S2: $42,800-61,525 + 5% bonus
- NOC Technician T2: $49,280-70,495 + 0% bonus
- Data Analyst P1: $54,560-78,430 + 10% bonus
- Fiber Engineer T4: $65,360-93,955 + 15% bonus
- Project Manager P3: $86,560-124,430 + 15% bonus
- Manager, Quality Assurance Engineering M2: $106,200-152,700 + 20% bonus
- Sr Manager, Software Engineering M3: $142,400-204,700 + 30% bonus
- Director Software Engineering GIS M4: $166,160-220,000 + 35% bonus
@evi+1raUT6q6 - I don’t know how to tell you this… people are getting raises who are bringing the issue to management, If they are an employee they can’t lose then they get it. They are also negotiating days in the office to keep people they want to keep. If you can’t have that conversation then I think you know where you stand. I am not being mean. Just sharing facts. People need to open their eyes and understand where they stand in the eyes of their business line and the business as a whole.
Chances are if you were hired within the last 5 years you are underpaid.
Then what? You demand a pay increase? There is a hiring freeze and parts of the company are under review, I’m thinking the last thing they are looking to do is give raises to employees who say they are underpaid. You’re better off finding a stable company that values their employees.