It sure beats having to get a requisition, apply, interview, and maybe (not) get it.
7 replies (most recent on top)
I for one would like for other techs to become Sr techs. Then they can stop using the excuse your the sr tech , not to run projects or do work
I see orgs (Debika) where all ICs are either principal or distinguished engineers.
I see other orgs (Russo) where you don’t see but one or two Seniors on a team of ten “II”s and “III”s.
I think we both know how this is going to go.
@gv+1jx434n4h I understand the eligibility. The budget referenced is the number of people that can actually be advanced. Just because your title is eligible and you meet time in title and your performance rating is high means nothing. There is additional ranking within the system and only a handful of a VP or SVP org will actually advance. No one is getting 10% increases. It all boils down to available $ and there isn't much. If you are one of the lucky few, congratulations.
Even though my title is not eligible, I am happy for my coworkers who were late hires and did not get to walk straight into the “Senior” title.
The eligibility is pretty simple: 1.) Time-in-title, 2.) Eligible title, and 3.) Performance 3/5 or above.
The “budget” you mention for merit raises gives “Achieving” team members 3%, which is less than cost of living at this point. Some managers have teams so small, they get 1 or even 0 leading ratings to give out.
Level Up is good because there is an opportunity that the title change will allow them to break the 10% increase limit, if the bottom of the new band is higher than that above their current wage.
Just a title change supervisor title will become manager, it would affect the STI payout, 12% versus 20%
Remember, there is a (small) budget for this just like merit and bonuses, so only a handful of eligible titles in any given org will advance, all based on a ranking system. Another one of those HR smoke and mirrors endeavors.
Took the training. Very complicated process for all.