Raises..HR input

deniseE

I'm curious to know how many of you have the final say about granting a department's request for a pay raise of an employee.

For us, HR is where the buck stops and it angers some of the dept. heads that are trying to increase the salaries of valuable employees...

just wondered what it was like in the rest of the world...

: )

POPEYE

[font size="1" color="#FF0000"]LAST EDITED ON 02-08-05 AT 07:49AM (CST)[/font][br][br]Thank goodness that is one area that I don't have to deal with. We give that autonomy to each supervisor with final approval coming from the Dept. Mgr. As long as the salary $$$ are withing budget, I don't have to ever get involved.

Hey, I just put one of those smiley faces in and wasn't even trying. There were 3 dollar signs where the smiley face is.

Down_the_Middle

You'll find that this varies all over the board based on corporate culture, organizational history and a million other political factors. In my organization, HR has a pivotal role with employee salaries and approves all 'off-cycle' increases recommended by the Dep't Directors. HR's focus is not on the merits of the increase, but whether it maintains our market competitiveness and are there other pay equity issues that are affected in other positions (equal pay potholes)... Having 400+ job positions/titles, our situation may be more complex than yours, but I think the fundamentals are the same----your compensation program is designed to recruit and retain qualified staff.

ray a

I develop a raise plan matrix at the end of every year and distribute it to each director to fill in when and how much of an increase each of their ee's will get in the coming year. All levels of management is involved with the decision making process. The raise plan comes back to me to check for fairness and adherence to guidelines (budget, salary index). For example, I will verify they aren't trying to give lower ranked ee's a bigger raise because they happen to be friends - it happens. I will give them suggestions, we agree on the final version, then I own the plan. Each pay period I generate paperwork to initiate the increase for those due at that time. Supervisors/managers/directors then sign off and the VP and I approve. Management has the right to alter the raise from the plan, but must have a good reason to do so and only with my approval. My job has been to educate the managers to use the raise plan properly and fairly and as they begin to "get it", by job becomes easier and less obtrusive. Our system is very objective and if audited by the DOL would keep us out of trouble.

MaryHR

Our raises come from the department heads and I don't get involved unless they are going over budget. It works well for us.

dchr9203

I let the managers own it. They're given the budget and the published salary ranges per position and then they're held responsible. They have to justify why they go over any ranges.