I'm currently a GL 29 and interviewing for a GL 30 in a completely different area. I know the salary ranges are available and I've seen those, but what % should is reasonable to target since the ranges are so broad within the mid market range. i.e. Should we be targeting 80% of midpoint, 90% of midpoint? Or should it be based on a % increase from currrent salary. Is anything up to the midpoint negotiable? Or would the midpoint be unrealistic? Need some guidance as well as it would be helpful to know what other GL 30's are currently making in average cost area.
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There's no real standard. Having been a hiring mgr there for many years. The range is a guideline and a justification for not paying more when they don't want to. Externals who are brand new get paid far more than internals moving positions. If you have the right connections and the right clout, you get more.
It totally depends on the job code within the level. I’m in HR. We have a more specific spreadsheet based on job code and we are told to target between the 25th and 50th percentile. There’s no standard percentage. It just depends on where you are currently compared to what the job code range is. Some people get 5%, some get 30%, especially if they’re currently underpaid and going up a level.
Please keep in mind the following
- There is NO standard increase.
- Anyone GRADE 30 and above did NOT get a merit increase/raise this year!!!
- Bonus amounts, if any, were severely reduced.
Be careful what you wish for. Good luck; hope it works out the way you want it to.
I would like to know first and foremost how you even scored an interview in another department! My colleagues and I have tried repeatedly to obtain interviews in several different departments as qualified clinicians and we are rejected without even a chance to interview. It's nice to see someone landing an interview at least because we have started to feel like the career ladder thing is a joke. Congrats, OP.😀
What's the "standard" increase?
There is too many factors. Unless you are grossly underpaid you are going to get somewhere around the standard % increase for a level change. Departments are beholden to HR guidance unless more upper management. They will always cowbell internal hires which was the whole point in changing to internal first.