I am surprised no mention of this meeting on the board. Perhaps it has a very limited audience (I doubt it). Invite was sent several days ago, 30 min meeting is late this afternoon. It is being recorded. I know nothing more…we’ll see what they have to say later today.
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I asked a friend who is a HR VP for a Fortune 500 company and she told me a geographic pay differential is additional compensation paid to an employee to account for variations in cost of labor and cost of living among geographic locations. She indicated she never heard of any company that takes into account a high cost of living area which may have plenty of workers to choose from so they don't need to offer as high of salaries to attract talent. She indicated that sounded off base. There ya go
They do the name game.... people doing same role with different titles. Some titles get changed with higher TSR but are exclusive to Friends and Family. Just like the last go around. We call it the name game. Told Lead PMTS title is exclusive to some? I was hired 25 years ago as a PMTS when it meant something as did one's degree but told now some do not qualify for PMTS title when changing titles yet again. 5 titke changes in 5 years? Something sounds fishy.
Geo Zone TSR differences are not a result of cost of living differences but cost of labor differences. It's possible to have a high cost of living area that also has plenty of workers to choose from so they don't need to offer as high of salaries to attract talent.
8tfw
"News Week ranks Hawaii as the most expensive city to live in the United States." - Hawaii is not a city. Falsified data again
The 20 Most Expensive States to Live In. How come T GEO Zones dont align with these? There are many lists and show same five states are the most expensive to live in
Top Five Most Expensive States Hawaii – 118.4. With an overall price parity of 118.4, News Week ranks Hawaii as the most expensive city to live in the United States.
New York – 115.6. New York is the most expensive mainland state in which you can live in the United States with an overall price parity of 115.6.
California – 114.4. ...
New Jersey – 113.2. ...
Maryland – 109.5. ...
Current GEO Zones are way off and not accurate and have been this way for a long time.
My guess is that they are having to offer more money to get new hires in the current labor shortage, and the new progressive equal pay laws require them to adjust the bracket for internal employees accordingly. They’re looking ahead to protect themselves legally.
Finally received the email to attend the recorded meeting, to be broadcast in late February. SMH, a pre-recorded meeting needs that many days to deploy, a good indicator of what this company is about.
Took a peek at the all so important survey, beacuse our input is so vital and they want make sure we all understand how compensation works. Classic misdirection from paying people a fair wage increase. Let’s all educate the customers on how the network operates, they will love it and happy to pay more for poor service quality.
Likely with your base pay adjustment discussion next month. But have no real idea.
Looks like the TSR increased for the title I’m in. Does anyone have any idea when those impacted can see an increase to be within the newly updated range?
No changes here. But had massive change mid last year.
There appear to be updated TSRs in eLink
good eye
Checked eLink Employee Report, my job title TSR went up by 10% on low and high end.
The previous 20% reduction on the high end impacted those who had many years of service and near the top range. Adding 10% back will mean a bit more room, but don't expect huge increases, that is just not the Stankey way.
All the HR claims around market competitiveness and annual exercise have absolutely zero impact for most job titles. It is the same as annual physicals have nothing to do with life expectancy if you don't make any lifestyle changes.
Career Intelligence is basically a shell now, never delivered on the promises on job outlook etc.
There appear to be updated TSRs in eLink (Employee Services>Personal Information>eLink Employee Report). Sometimes it bugs out before it actually displaying the report. If you get multiple choices after hitting "Display Report", try again.
I am sure HR will adjust all the women and minorities again without the supervisor knowing. #equalpaytreatment
Can you say what Org(s)?
For the most part it was uneventful. They did say it is an annual exercise. I only recall being aware of it as of last year. TSR ranges are being increased. It was said no ranges being reduced. I think the number was 128 people will fall out of their range as a result of the recalibration. Those folks will get a salary bump to bring them back into the range,
Big shift in labor markets right now. For my particular job, the title is the same at most companies and the pay has shifted up $50-80k/yr for most jobs I see posted. Yes I have been interviewing at other companies. No offers yet. Lots of posts on LinkedIn for ATT digital folks leaving for much higher pay, less responsibility and better titles.
I can confirm the Compensation section in Career Intelligence is empty for my job title (salary ranges coming soon). Salary adjustment discussions take place next month so we will know soon enough how this impacts us - hopefully in a good way.
Wow can’t wait to see what this is about.
Not sure if it is all titles, I spot checked a few. The salary ranges have been removed from Career Intelligence. It will be nice if we see the type of adjustment that was made mid last year. As far as I know no harm done to anyone (don’t get mixed up between that change and the one much earlier in the year) as a result of the mid year change. Just the opposite. As I understand it, because the bottom of the pay band was increased, anyone dropped from the band as a result were given increases to bring them back in the band. Many folks received thousands of dollars. For them, if they did not already feel that way, it may have been an indication they were underpaid. Prior to last year I don’t recall actions like this so I don’t think it is an annual exercise. Something else must be driving the change.