Yearly job performance review vs pay raise

[Forevermarypoppins]

never worked at anyplace that had a yearly review- we got contractual raises- you get the same as the next guy so doesn't matter if you are excellent or not you get what the other people get.

Me too thru our Union at a large grocery store chain. It wasn't a bad thing. I think the youngest HS kids never appreciated it and there were a few that didn't deserve it, but those were the workers that usually quit anyway.

 

[Kathryn Merteuil]

When I worked in a school, yearly performance reviews did not mean a raise. Salary was on a scale and you got the yearly raise due to another year of experience.

Most recently, I was working for a financial institution, I had a performance review and was given a raise of .31 per hour.

(I know it was forbidden discussion) but a coworker mentioned that it took her 2 years to get like .25 raise. In my opinion she was a lot more knowledgable than me, had been there longer, and she was still making less than me. I am assuming because I hired in with a higher title although we were doing the exact same job.

 

[officerjudyhopps]

Our reviews and salary do not go together.

Our reviews are more like you need to improve this or you’re doing great here done change it. Our union workers get an automatic 8% increase each year but management/non-union like myself do not get anything.

We’re on a pay grades. I’m management in my office so I’m a 6 and our incoming attorneys are also 6. Considering the difference in schooling between us, the attorneys should be much higher. But that’s government for you.

As management, I slowly work my way to get what I want and so far it’s working great. I don’t think my supervisor has figured it out yet.

 

[Sydney2977]

What I love about my place of work is that performance is the only thing looked at for possible raises. It doesn't matter how "hard you tried" or who you suck up to - it's based on performance. It is completely transparent and we make it clear to employees throughout the year with reviews and "coaching" to improve performance. Their job profiles state the expectations and so does mine. In management I'm actually rated on my team's performance so it's in my best interest that I make sure they're succeeding. I like that my employees can receive a merit increase based on how well they are doing. There are min-max for each position. If they are at max for their position but have a high rating, they get a pay out.