Skill: Case Management (United States)

Never underestimate your value and worth and what you can contribute to an organization and community.

Talking about pay is kinda taboo in my company, so specifics are hard to come by. From what I've been able to understand however is that annual increases are expected and usually given. Based on my experience and observations:

* Merit pay increases range from 3% (for those who meet expectations and stay out of trouble) to 4% (For those who show initiative and accept leadership) to 5% (for those who consistently go "above and beyond").

* A co-worker who earned a 5% last year routinely works unreported overtime in order to reach her goals. She's slowly showing signs of burnout though.

* The company's Vice Presidents makes merit increase decisions based on the following: how much salary money is left in the budget at end of fiscal year, the employee's written self-evaluation, the supervisor's written evaluation, employee-of-the-month nominations received, and the employee's quantitative productivity statistics.

When it comes to negotiating salary, I keep in mind that almost everything I do day-to-day fits into a goal of doing the best I can on the annual review. To that end, I volunteer for extra committees and offer to help organize special events, I let my supervisor know my personal goals and frequently ask for his feedback, I attend as many trainings as I can, I track all my productivity statistics and write them into my self-evaluation, I do my best to get to know co-workers outside of work, and finally I make use of the company's "open door policy" pass along good ideas or constructive suggestions to corporate leadership. My first year in the company, I was a 3%-er without doing all this. My second year, after using the above tactics, I became a 4%-er.

(yay) My advice to anyone wanting to negotiate their best possible merit increase is to first get realistic expectations. For example, my husband's company grants 5% raises for average work and they get end-of-year bonuses. Second, set goals for yourself and track your own progress so you can let your supervisor know you are interested in personal/professional growth (not just more $). Then at annual review time, you can demonstrate why you deserve the best and your supervisor will be willing to go to bat for you. Third, have an accurate realistic idea of your strengths and weaknesses. Know what you "bring to the table" and what you are doing to improve on. The result will be a more confident you who easily demonstrates your worthiness for your share of the cake. Best of luck!

After being off probation and told you would have an increase to bring you up to where you should be, how should you handle this?

I have a 33 year career history, with no prior negative apsects (always 4+ on evaluations, never written up) and in the course of the last year, I have been written up, had something called a "last chance agreement", which I was forced to sign while under duress, followed by numerous "investigations" which were unfounded by managments investigation, but never apologized for; suspended, and then terminated; without due process permitted (the suspension/termination: " was, is this you ?; you did this on this date ?; you're suspended pending further investigation: then terminated, without allowing me to give events from my side." My advice: Remember three things : -1.) you are a GREAT nurse. (lawyer/accountant/whatever). -2.) you are a GREAT person. -3.) you LOVE yourself. Repeat these three things 10 times upon rising each morning. Additionally, you must go forward. -find another job; whether permanent or per diem (to keep you financially afloat.)So you do not have to take a payout on your investments. -create a "plan that works best for you." And above all, I hope everyone who goes through what I did, has a supporting mate, and remembers this is not the end of the world. Look at your options, what can be done to resolve the issue amicably, so you may list the former employer, for future jobs. Good Luck to all !!