Company Size: 20000-49999 (United States)

I have worked for the same company now for 6 + yrs and have moved up and being giving nothing but the highest regard. However for the past 3 yrs, my hours were cut from 40 to 30 along with other employees & now that they want me to go back F/T they want me to take it for 50 cents more. 10 more hours, 20 more hrs of work, then they will reduce the other employees hrs, so there's only 60 hrs in this whole office. Companies today know they have you by the tail & that you probably cant just go out and get another job right away becuase of the market. Your stuck between a rock and hard place with no where to go. Frustrated, proative employee living in a tourist town with no where to go from here. What does a person do?

No associate should be surprised when it comes to their end of year review.

As long as both the associate and manager are doing their part. You should be receiving regular periodic performance assessments. Including a mid year review for a detailed performance discussion.

At each meeting be prepared and engage in a fact based discussion. Each session should answer questions related to your performance as outlined in your annual performance objectives with written feedback.

"No raise due to budget concerns", this is a cop out answer and wrong. Budgets are just that, planned expenses. However, if this answer is provided, it fair to ask how that can happen? or Seek your next step options outside your manager. Many times it’s not if there was not enough money, it a matter of how those moneys were allocated.

Also evaluate your current salary to your department's market reference point (MRP) as this to can be taken into account. This becomes next assessment factor if performance ratings for associates are the same.

EXAMPLE:

Below is a simplistic look at a 10 associate department but represents the basic idea and order which raises could be assessed. Performance first then MRP, see that 2 associates may not be considered.

(APO) 1 to 5 rating with 5 being best.

LOW: 28,000

MRP: 30,000

HIGH:42,000

Connie current salary is 30,000 and rated 5 on 1-5 scale.

Eddie current salary is 29,000 and rated 4 on 1-5 scale.

Juanita current salary is 31,000 and rated 4 on 1-5 scale.

John current salary is 29,000 and rated 3 on 1-5 scale.

Betty current salary is 41,000 and rated 3 on 1-5 scale.

Not eligible due to poor performance:

Janice current salary is 41,000 and rated 2 on 1-5 scale.

Ralph current salary is 28,000 and rated 2 on 1-5 scale.

So bottom line:

Know, live and breath your annual performance expectations.

If not provided, ask for periodic written performance evaluations.

Keep in mind your salary in relationship to dept. MRP.

If you still feel your review and associated compensation is improper express your concerns and use your company policies or contact HR.

My role involves a lot of performance management for the services we deliver. My company isn't as regulated as something like a financial services firm (my background) - it's more like the Wild West and Jesse James is the marshall.

So I was able to get this job and a two-grade promotion in only 18 months by doing performance analysis, benchmarking and metrics for the first time in our IT shop.

Now, I'm rolling this out on a larger scale. We are only now implementing ITIL processes, only now centralizing IT functions (multiple acquisitions) and only now starting to see how easy it is for IT to be outsourced - so it isn't just my job, it's the entire org that has to be shown as valuable.

And therein lies the security. I make sure I can tell a story - with achievements, statistics, reliability and solid delivery - that makes my boss's job more secure. I spot the problems early, and raise them to the folks who deliver those services.

That way, all those guys see their future success as entertwined with my ability to help them manage issues and provide a better product.

Get as much as you can with the initial job offer.

Upper management are reluctant to reward success in the future. VP of Manufacturing operates more politically than actual based on Performance indicators.

If possible get contracts negotiated in writing.

I have only been working in this position/field for 2 1/2 years, but the biggest thing that I've heard and witnessed is being an asset secures your job.

In my second year I recommended myself for almost every possible test program or group that I could get involved. With only 50% of those programs making it through, the fact that I put my face and name out there made me someone to rely on.

Being perfect is a goal, but not a reality. I suggest anyone in this field strive to put their best foot forward, but understand we are human, we make mistakes. It's how you react under this pressure that will make a name for yourself.

I am fortunate to have a boss who is not only very good at what he does, but lets me learn along the way. Find someone who is one of those "No question is stupid" and attach yourself to them. This is your fountain of knowledge and will make you stand out among your peers.

At first this will take a delicate balancing act between work and absorbing knowledge, but in the end it will shave hours off your workload each week. This will allow you to move ahead as well and give you the freedom to choose when you're ready for a promotion instead of waiting to be asked.

Also, computers are 90% of the job. It's the 21st century and there's no way around it. If you do not know how to be 99% proficient on a computer, take those times to learn from a geek like myself. You can shave hours off your time here as well and you will make friends with someone who can vouch for your improvement come time for you to move up.

One last thing, do not be afraid to ask for help. You should not do it often, but showing this humble side is what managers like. You stick up for yourself, you show you know your limits and you show you are not trying to let work slip through the cracks because you realize you're not superman. This is often a misconception among colleagues in my field. They feel that if they say something, it means they could get fired. I take on a lot of accounts, but I know where my limit is. I know my accounts, organized in excel, and can answer to whether I can help in a matter of minutes.

These are the few things that I have learned from just experiencing everything. If something goes completely wrong for someone else, I jump on board, try to help and learn something new every time.

Being in a Security/Admin job, there is a pain point of being on-call often.

Be proactive to find the cause of the any pages that occur and try to find out a solution (automation/pre-plan) for that issue the next time it occurs so that the page does not need to occur. This way, the frequency in pages will go down and you will have the time to re-think if On-Call is needed as often. You might well opt for only serious EMERCENCY cases and have a program/plan for managing that process.

Be honest about what you want. You don't want to waste anybody's time.

In these challenging times, it definitely is worth going back to school.

Scenario:

A woman who has worked in the banking industry for 18 years as a business analyst lost her job. She only had a high school diploma. She thought will her years of experience she would be able to find a job without any issue. SHE WAS WRONG. Every employer she interviewed with told her the same story. You must have a Bachelor's degree or a certification. She has started school to get her PMP.

This is a very rough lesson to learn in this financially difficult time(s).

Dress in business attire for the interview and for any contact with the company. Be polite but not stuffy. Listen to the interviewer and other staff carefully. Answer questions politely and to the point. Be self-assured but not arrogant even if you feel you are overqualified.

Best benefit is total time off with pay (TOP). Least benefit is lack of cost of living increases. I feel I make a difference performing accurate testing in a timely manner. But lack of recognition, career ladder and favortism are cons.