Im wondering if there is a way to request an off cycle raise. I know for a fact that some folks with less experience and fewer years are getting paid more than me. I speak to many of my peers about salary. I believe I am at the bottom of my pay band, as I’m making just over 100k and I’m band 6. Has anyone here ever requested an off cycle raise? Who did you need to ask, HR? Did it work out? I would like to know the range of pay within the band 6 employees so I can confidently fight for what I believe my salary should be. With my experience and tenure, I don’t belong at the bottom of my pay band. Not suggesting I belong at the top either, but I’m just inquiring about what is fair.
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Ge-z give it a break, chill, when you call people ignorant its okay for you to be judgemental but when someone offends you, you get your feelings hurt, awwww. Let me say it again, pay attention, years with the company does not get you a raise, so don't use that as one of your variables I have 15 years, more than my peers, I deserve more money. You could have been just performing all those years, never a Leadership rating, which does get you more pay (STI- Merit) UNLESS your maxed out for your band. It's the skills, education, certifications, projects that get you more $$$. The skills you acquired 20 years ago may be outdated, no longer relevant, landline to wireless technologies for example. Sometimes compensation just gives a salary adjustment based on a flat dollar amount. BTW - I do have firiends, many at work but I also have a wife, kids, grandkids, pet and dont go around asking all my friends like you do, how much do you make, what percentage of a raise did you get, STI amt, etc ., so again when you become judgemetal just because I dont see the world like you do its called a difference of opinion. Everyone has an opinion, dosent mean your opinion is right and everyone else is wrong.
@5uex+1frD75Ut
I like how you tried to throw shade at me and imply I don't work. The simple facts are that when you work with people, and collaborate with them, their work history is relevant, and you learn a good bit about them. Also, I'm actually pretty good friends with some of the people I work with, and we eat lunch together, take trips together, I've been to a couple of weddings, we hang out on weekends, and hang out after work. So not a lot of actual work time needs to be spent griping about BS that happens at work, we get our jobs done, and then we socialize, and one of our common threads is work, so it comes up a lot.
Given your general attitude in the 2 threads where you first say "it's complicated, and there's a process" and then in the second post say, "but it can be arbitrary, you never know" and completely contradict your first argument all while still believing in your air of superiority, I'm not surprised that having friends among the people with whom you work is a foreign concept to you. Some people are like that and keep their work lives separate from any part of their social lives.
There's no shame in being ignorant, I just hope you learn how to recognize when you are ignorant about something. Seems like your gut reaction was throwing shade rather than listening and learning.
I wish you the best of luck, and sincerely hope you walk away with a more open mindset, and tools to help you have conversations about compensation so you can be informed.
Nope I don't work for compensation. It sounds like you spend alot of time discussing salaries, researching everyone's education, military service, than working. I owe you that for calling me ignorant. Compensation has also been known to give out a flat dollar amount (raise) as well when there is a title change without taking all the variables, education, years of service, military, etc, into acct, its just a dollar amount,. they apply to everyone. You can argue that its not fair and they can say it was applied as a flat dollar amount.
Can you get your salary bumped up, YES you can, but you have to have your Sr Mgr/Director on board as they have a say so in that process and can go to bat for you. Forms to fill out, specific skills and justification as to why you should get more $$$. Just so you know years of service may NOT help you in getting more money.
@3qet+1frD75Ut You are either ignorant and swallowing the pill you're given, or you're part of the HR/Comp disinformation machine.
How do I know you're wrong? Because I discuss my salary. But not only my what the amount of my salary is in a vacuum with no context, I discuss it with friends that I know and work with, and I know the experience they have and the experience I have.
I'll give you a "for example". Recently 4 people I know were promoted from having the same old title and a range of different pay, to the same new title all with the exact same offer. The ones that asked for more were given the information that "the offer had already taken into account the years of experience, education, certifications, etc." This is utter buIlshlt. The 4 people with the exact same offer had a wide variety of backgrounds that could not possibly in any objective light be truly considered and have comp/HR come to the exact same number for all 4. Differences:
2 military 2 not
1 no degree, 2 bachelors 1 masters.
2 with18+ years at Verizon and purchased companies, 1 with >10, 1 >4.
1 with multiple advanced relevant professional certifications, 2 with intermedite level, 1 with beginner.
1 should be getting much more rhan the other 3, and 1 should arguably be getting less than a middle 2, but all 4 were given the exact same offer, negotiation was met with a statement that this offer is specific to their individual experience, and the offer was specific to only them. But of course when we look at all the relevant facts, we know, and it is very plain to see because of the vast differences in backgrounds, that the lip service feom HR and comp was complete bulIshlt.
@2vml+1frD75Ut is absolutely right. You should discuss your salary. It may or may not make any difference when the comp machine makes it's arbitrary decisions, but at least you'll know something, and you can argue from a place of knowledge rather than ignorance.
The reasons you don't discuss salary, alot goes into a salary, for example; do you hold a HS diploma vs associate, bachelors, or masters degree, VZ does pay more for education, military also gets a bump, where are you on the pay scale, low end, middle, top end (maxed out), your performance ratings year after year, performing vs leading, within a band there are several job titles, some titles pay more than others in the same band level. So before you start saying its your NLRB God given right you have to compare apples with apples when discussing salaries.
To the statement that you shouldn't be discussing salaries with other:
Discussing salaries is an employee’s RIGHT under the National Labor Relations Act. I personally think its important to discuss salaries with others in your band/title so you can have a better understanding of where you fall on the pay scale. Verizon, of course, does not want you discussing salary with others because they don’t want the pay disparity to be transparent and they don’t want employees to fight for what they are truly worth. But you should all know, it is absolutely your RIGHT to do so if you choose.
Pretty sure raises are all trajectory from when you start. I’ve worked several different internal positions and each raise was “trajectory” not performance based. I’ve even tried negotiations but the message from her was “this is all we had planned nothing more”.
Band 6 has a multitude of pay ranges and not just one. It all depends on title, experience, and location. A Principal Engineer, Distinguish Engineer, Manager, Sr. Manager, and Associate Director are all Band 6 but pay is not equal. Even within the Principal Engineer you have multiple job titles in there like Architecture Engineer, Technical Project Manager, Software Developer, etc. They all have different pay scales and starting salary. A lot plays into pay range and it does not matter that you speak to others. Take a lateral in another group with a title change and you can obtain a raise that way.
Your not supposed to be talking , sharing or comparing salary infoirmation with your peers thats confidential information, you being a level 6 should know that.
Band 6 jobs can range from about 80k to 200k-ish depending on a number of factors, so there's a lot of room in the band depending on your title.
A colleague of mine asked for a raise outside the BPI last year and after a 3 month process they got a raise. They are also band 6. They essentially had to write up a 3 page document explaining why they thought they deserved more. They were making about 105, asked for 131 and got about 120+ish. There is a process for asking for a raise outside of BPI, your manager or director should be able to walk you through it, if they don't know how speak with your HR rep. Part of the process is that if rhey give you any raise at all you won't get a BPI next year, so keep that in mind.
Good luck.
Once someone I knew who was below their salary range got bumped up. Ive know a few dozen people over the years try to get raises and fail. The BPI system may never get you even with your peers so the only option Ive seen successful is to leave and come back.
if you left the company and IF u could find another job , now much do you think you would be making? prolly less than what you make now. so stop complaing n get back to work.
nor raise for you, unless you apply and are offered another job. if your supervisor believes you are a valuable asset, they may counter before you accept the offer.
To answer the question about title and geo code: All of my peers have the same title and work in the same geo code.
@sby+1frD75Ut has the correct answer. Unless you are comparing yourself to other people in the same jobcode and geo area, you are comparing apples and oranges. If you were rated performing your recent base pay increase was reflective of where your current salary falls within YOUR payline. If you feel your salary should be higher, the only way to get this is to change jobs.
You can try asking your HR business partner, but Verizon lacks transparency when it comes to salary information. If your 2021 salary was below the minimum for your salary range, then you would have received a higher BPI % increase to get you to at least minimum (assumes performance was rated meets or exceeds). Also, are the people you are comparing yourself to have the same exact job title and are they in the same exact geographical code (1, 2, 3). Work at home is considered the lowest paid geo code, New York the highest paid geo code, Boston is in the middle, Iowa is the lowest paid geo code. Not all band 6 job titles have the same salary range.
File a grievance with the union and they will get you the raise you deserve to have to keep up with inflation which is currently going off the charts.
They won't give you a raise you need to switch companies to reset things.