I'm probably out of date since my experience as a manager in corporate America is from about 1980-2000. Back then pay was pretty much according to position, you qualified for a position requiring more skill or responsibility, you got a new title and a bigger paycheck. The only gerbils that required constant food pellets to keep running in the wheel were the salespeople. (Yes, there were merit reviews, but also something HR called "compa ratio" which applied negative feedback on raises if you were above midpoint for your grade, to the point where at 120% of midpoint you were capped out.)
Maybe today all the employees need constant food pellets. I'll bet there was a Dilbert strip about that, let me Google it. Yep: https://dilbert.com/strip/1995-01-25 I also seem to remember from the days of management flavor of the week there was Theory X and Theory Y. https://en.wikipedia.org/wiki/Theory_X_and_Theory_Y From: AF <[email protected]> On Behalf Of Sterling Jacobson Sent: Thursday, October 29, 2020 7:27 PM To: AnimalFarm Microwave Users Group <[email protected]> Subject: Re: [AFMUG] OT compensation I'm in the process of doing something very similar here shortly. Start pay a bit more for technical type positions so $18/hr and then up from there every few months with bonus for projects completed on time, or good customer facing reviews on work done etc. From: AF <[email protected] <mailto:[email protected]> > On Behalf Of Chuck McCown via AF Sent: Thursday, October 29, 2020 5:16 PM To: [email protected] <mailto:[email protected]> Cc: Chuck McCown <[email protected] <mailto:[email protected]> > Subject: [AFMUG] OT compensation I am considering telling all new interviewees that we start at $15/hour but they can make more quickly according to this schedule. And we also do COLA and Merit increases every 6 months. Love to have feedback on this idea. Please note my new email address: [email protected] <mailto:[email protected]>
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