Your checklist for establishing salary ranges - TheJobNetwork

Your checklist for establishing salary ranges - TheJobNetworkOutwardly, your company probably has a standard line when it comes to describing employee salariessomething along the lines of salary commensurate with performance and experience, perhaps. Internally, its essential to have a close eye on what youre paying particular employees, whether this aligns with industry standards, and what a particular position is worth to your company. Establishing pay ranges or set salary boundaries is essential to getting a handle on this information and managing salary moving forward. Lets look at how you can approach the task for your company.Determine the value of each position within your organization.It would be nice to think that you cant put a dollar number on an employees worth, butthe accountants beg to differ. This isnt personal to whomever holds the job. Each position within your company has, realistically, a minimum and maximum value. Figuring out that value depends first on determinin g what the market value is for a given position. Your jobs may not match other companies jobs 11, but matching approximate job duties and levels of seniority can give you a pretty good idea of what others are paying for similar work. Sites like PayScale offer glimpses into position salaries, but the U.S. Department of Labor Statistics can really be your gold standard of salary data.Re-evaluate current employees.This is likely the fruchtwein painful part of the process because it could uncover some uncomfortable realities. Are your current employees making salaries in line with their market value? If theyre making less, this is a relatively easy fixyou can increase base salary until its aligned. If theyre making more, its tougher. Cutting someones pay is going to negatively affect morale and employee engagement. What you can do is determine that a particular employee wont be eligible for base pay increases, but rather bonuses or other compensation.Review and rank all the jobs in your organization.By figuring out the most essential jobs in your organization and assigning value based on seniority, job complexity, education required, training necessary, and other aspects, you can start establishing a hierarchy of salary ranges.Review your job descriptions.Once you start considering the relative value of each position, its important to make sure that your recruitment materials are realistic. Are your job descriptions reflective of the actual job? If youre going to assign a specific value range to a position based on the job tasks, experience and skills necessary, etc., then youll be able to manage the salary process better, and earlier in the process.

The 6 Personality Types That Never Get Promoted

The 6 Personality Types That Never Get Promoted In an ideal world, ur promotion potential would have less to do with our personalities and more to do with our objective work performances. However, human nature makes that a somewhat unrealistic goal.Certain personality types tend to receive better work opportunities than others...and these 5 frequently find themselves overlooked when advancement possibilities arise.1. The Chatty CathyOf course, strong communicators frequently receive positive attention from their supervisors. However, if your definition of good communication involves spreading rumors and spending your free time gossiping with coworkers, that attitude wont present you as a desirable candidate for increased responsibility (and increased pay).2. The DoormatWhile effective employees seek to accommodate requests from their managers whenever feasible, pushovers who take on more than they can handle and who fail to speak up when theyre overwhelmed dont appear especially prof essional to company decision-makers.3. The Negative NancyEmployees who constantly reject their colleagues suggestions, who complain on a regular basis without seeking to improve their situations, and who rarely have a positive word for anyone or anything in the office arent likely to earn the high opinions of their managers, which makes promotions rather unlikely.4. The Damsel In DistressAn important part of being a good kollektiv player involves taking responsibility for your mistakes and viewing your weaknesses through a realistic lens. If you present yourself as a constant victim, always blaming others for missed deadlines or sub-standard work performance, youll have a hard time winning the trust of your colleagues (and, by extension, of your supervisor).5. The Rage MonsterTemper tantrums really arent acceptable courses of action from anyone over the age of five...but some employees fail to realize this truth, instead opting to unleash their anger on their innocent coworkers. Man agers with serious temper problems create a culture of fear, which typically proves toxic and doesnt yield optimal results.6. The Know-It-AllEmployers certainly seek out knowledgeable workers with an interest in learning and sharing information. However, if you find yourself regularly correcting coworkers unsolicited, insisting that your ideas and strategies are far more enlightened than those of your colleagues (without any direct evidence to back up that belief), and generally making it obvious that you consider yourself the smartest person in the room, youre likely to alienate both your direct coworkers and your supervisors, weakening your status when the time comes to award promotions.--

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