2002 Increases Less Then Previous Years
Rockie
2,136 Posts
As part of being HR, I am charged to examine our compensation program. When I first came to this position, there really was no checks and balances in our medical practice. Because supervisors did not want to confront employees, most were given the top increase and top evaluations where most did not deserve the top. Most of our people fall into where 80% of employees fall - they come to work, do their job and while they do a good job, there is nothing exceptional about most of their performances that would put them at the top of the increases. Another problem that had occurred is that a lot of employees had reached the top of their grade and were not eligible for increases which they did not like either.
The problem comes into play when we put in a new evaluation system and our ranges were decreased from a 5% top range to a 4% (over a 2 year period). Even though inflation is extremely low and cost of living increases are slated at about 3%, employees still have this feeling of "entitlement" to the maximum increase. Consequently, salaries and benefit costs are astronomical because of this.
Have any of you out there had similar problems with this type of situation and if so, how did you overcome the negativity that surely comes with this type fo change?
Any advice would be appreciated.
The problem comes into play when we put in a new evaluation system and our ranges were decreased from a 5% top range to a 4% (over a 2 year period). Even though inflation is extremely low and cost of living increases are slated at about 3%, employees still have this feeling of "entitlement" to the maximum increase. Consequently, salaries and benefit costs are astronomical because of this.
Have any of you out there had similar problems with this type of situation and if so, how did you overcome the negativity that surely comes with this type fo change?
Any advice would be appreciated.
Comments
Last year I met with all Managers/Supervisors and showed them how P/A were done, and that none would be approved by me in HR if I found they had been copied and not honestly rated each person's performance. I weeded out 90% of bad P/As and our merit percentage was for the first distributed to the deserving ee by honest P/A ratings. It took us a month to complete them, with many hours of meeting and counseling with Supervisors. Finnely they understood that I questioned them on bad and good rating on each ee and had them back it up.
I made no exeption to the rule, that one was tough, but it worked and will so from now on. Good Luck!