31–40 of 225 posts
The problem is that those processes work only when there is certain level of mutual trust, selflessness and honesty. If you have really selfish people this thing can start being gamed... e.g: I refer 100 friends in exchange and have them recommend me for a promotion, raise and bonus every quarter.
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?
If you believe that there are those differences, that you can judge those correctly (but elect to not act on it), and that other employers can also judge that well enough to offer differentiated higher salaries to the most valuable employees, then you will be left holding an adversely selected set of employees. (Other employers will cream off the most valuable by being able to offer higher compensation, and you will see more of the left side of the distribution applying to your company once it becomes known that "everyone is paid the same".)
Not in every case (maybe a high-value-creating individual believes in your company and mission enough to forgo a higher salary they could command elsewhere), but in aggregate, I believe you signal to the highest performers that they should look elsewhere and your lowest performers should stay, because you are more interested in equality than fairness.
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.
If there's a need for approval from the boss' boss, why not also an approval from the employee's peers (and employees)? Doesn't it make sense that disgruntled employees should be able to bar a manager giving themselves raises, purely as a matter of symmetry?
I'd like to get the perspective and opinion of an employee in the open salary system, rather than just a recount from the top.
If you're any good at your job, you should avoid these open companies like the plague. Don't piss away your leverage..
What happens to the guy in open salary co who is legit 50% better than everyone else? Do his peers vote to give him 50% more money? Or does it settle on sort of a union style pay scale, where everyone with the same # of years of work makes the same money (which is great for the worst performances, and terrible for the best performers)
Earlier quoted context omitted.
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…
First, are you sure that everybody is paid according to that table? Or it's just a guide line? Secondly, if it's true, then the salary is not related to performance, and I would image people just stay there, the longer the higher salary.
@author Can you please post the names and all current salaries on your website? Since you don't care about your employees privacy, I would like to use this along with LinkedIn to easily pick off your better employees. Thanks! Edit: Also! Any plans to open health care information?
Salary does not necesarily map to skill. It is usually defined in terms of your last salary, that is usually disclosed as a part of your background check. Then, offers for H-1B workers are available online. Some other information is on glassdoor.
This contradicts the claims of US being such a free and free market country... Sounds Kafkaesque. How does this background check really happen? Can't you deny the disclosure of your previous salary?
Earlier quoted context omitted.
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…
First, are you sure that everybody is paid according to that table? Or it's just a guide line? Secondly, if it's true, then the salary is not related to performance, and I would image people just stay there, the longer the higher salary.
Earlier quoted context omitted.
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…
First, are you sure that everybody is paid according to that table? Or it's just a guide line? Secondly, if it's true, then the salary is not related to performance, and I would image people just stay there, the longer the higher salary.