Benefit: Cell Phone (United States)

When I started this job I was very excited because it gave me an opportunity to work in a rewarding environment. I did not realize they had reduced the previous job title from Chief Operating Officer to Director of Operations kept the same amount of responsibilities but lowered the level of authority. I do almost everything but I am restricted from calling all of the shots that affect final outcomes. At this level the position should pay a min of six figures and have the authority to execute.

Worked for a company for years and only one raise through a five year bankruptcy. The company is making almost 10 figures now and there are still no raises or bonuses in site. Foreign owners will always think that those in the US are too highly paid. So my advice to those taking a job with one - negotiate as hard as you dare from the start because raises are too few and far between.

After two years on the job, a definite increase in dealer sales and volume, a discipline free record, and an aced first annual review not to mention overall fantastic job performance I had my pay cut. Due to poor management decisions that cost everyone money.

I am per piece commission (and inside sales, I clock in and out) commission is my ONLY income, there is no base salary or bonus program for me anymore they changed that when they changed me from an exempt salary employee to a per piece commission employee (reclassified) and haven't stopped tampering with my pay yet! The first plan was good. But they cut it in June and I am making $1000 less a month now but we are selling the same volume as we were before the change so it isn't making sense to me that I am taking home almost less than the offer they extended to me when they hired me.

I believe that a manager should be rewarded and paid as good and better as an individual who do the same work and do not achieve the results that are required.

I started out with one job title with a list of duties and now I'm doing all of the original list plus many other duties. The department I work in has restructured and cut out on vendor contracting and shift this duties to me. I should get paid for these extra duties.

I'm not sure if this is better posted at Fair Wages or Negotiate Raises but...if you want to make good money as an electrician go union! Here in Seattle a commercial wireman makes $37.00 an hour and an additional $14.50 in benefits such as an employee sponsored annuity and health/vision/dental plan. We've already negotiated yearly raises so in 2 years time we will be making $43.00 an hour ON THE CHECK and $14.50 an hour in said benefits. Thats $57.50 an hour as a total package! You work 2000 hours (40 hrs a week for 50 weeks) you will make well over 100k as an electrician. The average electrician nonunion makes something like $30 an hour and POSSIBLE benefits. Ours are guaranteed! Some companies in Seattle also partake in profit sharing plans but you have to ask around to find out which ones do.

When I changed careers I took the excepted pay cut. I took a temp position, worked hard and took on several extra responsibilities. Once I became permanent, I was extremely disappointed with my pay, but I was told I could move up and that I would be able to get a great bonus. I received an excellent review, exceeding expectations, but only received around a $0.30 raise. They hired someone else to fill my position and I moved on to a complete different position. None of the Managers ever spoke with me about my new position and more importantly pay! They continue to avoid the meeting and they continue to blow me off. I should have left after getting such a small raise, I am at least 10k underpaid and continue to see new hires come in with no experience, same background and degree for as much as 18k more.

Companies do not use a source of payscale range that can be verified by employees. In most cases the delta between what is found in the real world versus what major companies say it is, in actuallity is 25-30% lower in major companies than the real world. Many major corporations stop pay scale raises once you are at the median range.

My advice is make dure that you have your payscale range along with yearly updates in your hiring contract. If you don't you find yourself at the median range with no hope of obtaining another pay raise unless you change jobs.positions within the company you are working for.

Insure you have evrything in writing at the time you are hired.

Do not let anyone speak for you. You negotiate for yourself

I have been on this new job for a year now. I started with 17.88 an hour. Received a raise and now at 18.36 an hour. Other techs with same title have 18.88 an hour. We just hired 2 new techs one is making 19 an hour and another is making 20 an hour. I have more certs and more experience in the field.

My company has a below nation average payscale based on what this site indicated. Low is $49,000 and high end is $110,000 per year. Futhermore once an employee reaches median salary range using my company's range, my company will not give any salary increases, siting that $74,000 is median and I am at $98,000 therefor I am 108% over median and not eligible for any raises. My company also states that all PM's should be PMP certified to be eligible for a promotion to the next level however getting certified doesn't garauntee a promotion in fact we are 6-4 years behind on promotions. There is at least a 4 year waiting list since our company is not promoting employees. Even though I have constantly had evaluation ratings, scale is 3 to 1 being the highest, of 2+ and 1 for 24 years. Bonuses are at 1-3 % of MBS, monthly base salary, if any at all are given.