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This might work for a company of 25, but what a disaster it would be for a company of 100,000+
Don't companies with that size have budget-salaries which are equal for all employees on the same rank / position / experience level? I doubt that BMW has an engineer that earns more than his / her colleague at the same position.
I'd like to get push-back to the idea of everyone earning the same salary. Why wouldn't it work from some people who seem to have some experience like you have?
Now this certainly has moral pitfalls, if you use it as a carrot to get people to keep upping the ante on each other, but at some point we have to trust the autonomy of our workers to be able to say no. (I believe that management can help with this as well concurrent with keeping salary-based differentiation, by things such as enforcing not working outside of work hours, mandated vacation time, salary transparency and clear metrics for what achieving more/success means, etc)
I'd like to get push-back to the idea of everyone earning the same salary. Why wouldn't it work from some people who seem to have some experience like you have?
This might work for a company of 25, but what a disaster it would be for a company of 100,000+
Really? A lot of governments are one of the few employers with more than 100k+ employees, and have a lot of open salaries for civil servants.
There's a complex social dynamic related to that feature in companies.
This might work for a company of 25, but what a disaster it would be for a company of 100,000+
Really? A lot of governments are one of the few employers with more than 100k+ employees, and have a lot of open salaries for civil servants.
This might work for a company of 25, but what a disaster it would be for a company of 100,000+
Really? A lot of governments are one of the few employers with more than 100k+ employees, and have a lot of open salaries for civil servants.
http://icsc.un.org/resources/sad/ss/sal201201.pdf
A senior developer is usually P-3 or P-4. It may seem on the low side compared to market rates if you in New York or Geneva - but bear in mind they don't need to pay taxes and get quite a lot of other benefits.
Edit:
This site has more details on the salaries, benefits and theory behind it:
After you define salary ranges for positions the only variables left are promotions and experience within the role. I don't think it makes sense to have people that are not working with a person decide that. I think the direct boss of the person should decide after getting input from others and subject to approval by the boss' boss.
Doesn't it make sense that disgruntled employees should be able to bar a manager giving themselves raises, purely as a matter of symmetry?
Earlier quoted context omitted.
Really? A lot of governments are one of the few employers with more than 100k+ employees, and have a lot of open salaries for civil servants.
I'm currently working for a UN-agency (as a contractor) and the salaries for staff are fixed based upon your job level and number of years of service, so basically everyone knows what everyone else gets: http://icsc.un.org/resources/sad/ss/sal201201.pdf A senior developer is usually P-3 or P-4. It may seem on the low side compared to market rates if you in New York or Geneva - but bear in mind they don't need to pay…
Earlier quoted context omitted.
Really? A lot of governments are one of the few employers with more than 100k+ employees, and have a lot of open salaries for civil servants.
Correct me if I'm wrong but aren't government positions paid the same across the board? Financial compensation is companies (particularly in tech) isn't standard across the board for a particular position, each employee can garner a different salary. There's a complex social dynamic related to that feature in companies.
https://en.wikipedia.org/wiki/General_Schedule_(US_civil_ser...
I'd like to get push-back to the idea of everyone earning the same salary. Why wouldn't it work from some people who seem to have some experience like you have?
Do you mean everyone in the same role, or everyone in the company? I guess you could argue that everyone contributes equally in their own way, but it sounds like it would be hard to deal with market rates. For example, if the market rate for a support agent is $30k and the market rate for a developer is $70k what do you do?
I don't understand the problem here. Support agents are unlikely to demand a developer's salary.