I made a lateral job move mid-year to a new department with no change in pay and turns out my pay is at the very top of my new job’s range.
I am assuming there is very little ability for my manager to increase my base pay this review season…
Does anyone have any suggestions of other comp options I can ask for? PTO days?
If you complain long enough (to your boss and HR and provide factual data), they will find a way to adjust your role to a new jobcode that has a larger range. It's easier than dealing with the questions. I've seen it done multiple times.
If they don't, get out, than you are not on the high performer list or in the managers "get a free pass for everything incrowd list" and you will be stuck in that role and that pay until next reorg.
in short, if they wanted to keep you they would promote you to the next band, and it looks like they don't care enough. jump to another team or look for better employers
RSUs are not just E band perks. I know of quite a few coworkers who got retention bonus in the form of RSUs few months ago and they are all U band like me.
OP here. Thanks for the ideas so far. Not an E+ band so I believe RSUs are off the table.
Definitely ask for more RSUs as well. Be polite but ask.
Depending on your band you can also ask for more RSUs. If your performance rating is high you can also ask for a merit bonus on top of the payout the others posted about previously.
If you’re at or above the top end of the range, typically you get a lump sum pay out instead of an increase. So as mentioned below your base stays the same but you get an extra bonus in lieu of a raise. But, your base stays the same year after year and essentially your comp stays flat.
Managers are still able to give merit increases in these cases but it gets escalated for HR approval and requires justification.
It’s also possible that the range increases as part of this year’s comp cycle and that gives room for an increase.
One of my former co-workers from another team was in the same situation at Nike and I remember him saying something along the lines of they ended up giving him a one time payment every year which didn't change his base pay year over year but ensured he was getting some sort of annual COL compensation equivalent at least. There is a concept of one time bonuses built in to the HR compensation framework so I would at least inquire about that. I also wouldn't assume your manager knows all the levers and options at his/her disposal for compensation so you might need to have a separate conversation with your HRBP to understand everything that can be discussed as an option. Certain aspects of the compensation system are rigid but that does not mean they can't figure out exceptions if they really care to put in the effort on your behalf.
I suggest you ask your current manager to consult with your former manager since this was an internal move. The question to ask is, “based on my performance trend for the first half, would I have been tracking towards a merit increase? “ if so, and if I have been effective out of the gates in my new role, you are in position to request merit consideration versus “to new to rate” and zero adjustment. If the new manager back pedals on this, you are in position to ask for mid year adjustment as well as consideration during two times per year comp review. Act fast, you’d be surprised how early they lock in these numbers that are distributed in August.