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Author Topic: Appraisal meeting v Pay Review meeting  (Read 8276 times)
officepa
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« on: March 22, 2012, 03:32:18 pm »

I'd be grateful if anyone could answer my question please.

During an appraisal you would discuss your work performance during the past year (or however long).  Go thorugh targets, perhaps set new, discuss any areas of work or performance needs attention and discuss where you exceeded and so on.

I feel it is appropriate to raise at the end of such a meeting (if you felt the need to of course) about a possible pay increase.  After all, you have just gone through what you do, and do very well, how much extra you may have taken on and feel that what you have discussed, would back up your rise in salary.

Others I have spoken to say they feel it is not approriate and you should hold a separate meeting.

I know some companies just offer a flat rate once a year and any extra salary increaes are not up for discussion but in a company such as mine, salary increases are dealt with on an as and when they feel the need basis and if you don't ask, they won't necessarily be offered one.
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countrigal
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« Reply #1 on: March 22, 2012, 03:47:17 pm »

My question would be.... where does your appraisal meeting fall in regards to the budget setting for the company?  Also, when do most of the pay increases that do get approved get started?

If the timing is correct for the budget, I would agree that this sounds like it would be the ideal time to raise potentials for a pay increase.  I'm in a company where this is set uniformly across the board, so I don't ever find myself in this situation, but it makes sense to me for the reasons that you posted.  You've just gone through all the reasons you're outstanding... so why not raise the issue of getting a pay increase for said outstanding performance?  It may be a bonus instead of a true raise, but the only way to get one is to ask as you've pointed out in your company.

However, if the time isn't right in your company, either because of when the budget is set or whatever, then I'd have a separate meeting and remind them at that time of the outstanding things you've done, as backed up by the performance appraisal they did for you, and ask at that time.

This is really more of a cultural aspect that depends on how your company handles the pay raises, when, etc...   good luck is all I can say!
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gee4
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« Reply #2 on: March 22, 2012, 04:09:41 pm »

This is a tricky one for several reasons.

Firstly reviews in my company are not necessarily related to a pay rise which is negotiated separately by management and the union.

However, personally I feel it should be related.  After all as Cathy said, you review the past year, ascertain if you have met objectives and set news ones for the coming year.  Why would that not be related to a pay rise and how well you have performed?

This is and has been a bug bear of mine for several years now.  We are currently in negotiations for a pay rise this year and rumour has it, it will be generous given the recent spell of voluntary redundancies.

I would ask, you will never know if you don't.
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Atlanta Z3
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« Reply #3 on: March 22, 2012, 05:39:17 pm »

In my company review and raise are discussed separately somewhat.  Review is done,  manager submitts to their manager raises for subordinates.  Depending on a great many factors, manager then informs subordinate what their raise will be.  Personally, I think the review process is arbritrary to the raise process.  In one department a person can get 2.5 out of 5 and get the full x% of a raise.  In another a person could have 4 out of 5 and only receive n% of the x% raise. 
I would have the discussion first going over all my merits, accomplishments, set new goals and close by asking what the next steps are and what is the salary increase process.  I would also ask when if a raise is determined when it would go into effect.
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msmarieh
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« Reply #4 on: March 22, 2012, 08:16:59 pm »

In my companies, they have always been one meeting. There are pros and cons to this format.

At my current company, we learned of a two year pay freeze that began last year, so there was no salary discussion. As a result, the motivation for giving a performance review plummeted and several people within my division still haven't received one (including me) and they were due Oct. 31, 2011. Says a lot about the priority the company places on career development, doesn't it?  Angry

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officepa
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« Reply #5 on: March 25, 2012, 10:24:09 pm »

Thank you all so much.  I have decided to raise this topic during my appraisal as I think, in my situation, it is appropriate, after reading what you all think.  Will let you know how I get on but may not be for a few weeks.  My outcome may help others decide what to do.

Thanks again  Smiley
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gee4
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« Reply #6 on: March 26, 2012, 08:55:04 am »

We have set times for these types of activities.

At the beginning of the year, employees sit down with their line manager to review last year's performance.  We also use this time to set new objectives for the coming year.

Pay negotiations are underway for this year and my understanding is, a deal has already been settled for implementation in April.
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