Rethinking Levels, Promotions and Salaries
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Re: Rethinking Levels, Promotions and Salaries
#2I am not sure if this kind of transparency will be beneficial to the employees or not.
Like the article mentioning there is leverage missing for salary negotiation.
That mean, that some folks would earn less assuming the model was adapted everywhere. However it may clean up inequalities.
In the end people are divers. There are hires with only 2 years delivering better results, than one with 5 years.
Re: Rethinking Levels, Promotions and Salaries
#3This seems broadly sensible. Only counting experience after schooling ends won't work for everyone though. I was employed full time as a software developer before I went to university. And I had 5 years of non-commercial experience before that while I was still in high school that most people won't have. Presumably there's some wiggle room for managers to use their judgement on what counts as experience, so it probably works out.
Re: Rethinking Levels, Promotions and Salaries
#4> We start counting years after formal schooling (high school or college). Grad school often counts as indirect experience.
As someone who worked in software development during High School, and took time off before University to work in software, this somewhat frustrates me.
Alyssa Rosenzweig has 0 years of experience under this model.
Re: Rethinking Levels, Promotions and Salaries
#5Living in the Midwest and currently working remotely for a NY based company. Remote / coastal salaries are so much higher than typical Midwest engineering salaries that I'll never be able to return to the office again. This feels like a problem worth examining, but what can be done?
Re: Rethinking Levels, Promotions and Salaries
#6"If everyone can get promoted simply by sticking around, managers have to be active in communicating with people who aren’t meeting expectations and helping them improve. Managers also have to be willing to let people go if they don’t show progress."
Re: Rethinking Levels, Promotions and Salaries
#7The company I’m with now makes promotions without salary increases. The salary increase comes in the next review cycle when you’ve proven that you can do the job. It seems very unusual to me, has anyone else seen this?
Re: Rethinking Levels, Promotions and Salaries
#8Living in the Midwest and currently working remotely for a NY based company. Remote / coastal salaries are so much higher than typical Midwest engineering salaries that I'll never be able to return to the office again. This feels like a problem worth examining, but what can be done?
For possibly the first time in human history we workers are able to get the benefits of geographic arbitrage and still command some of the highest salaries in the world. I really like that and appreciate it. However, if the dual benefits of going into an office and living in the Midwest are important enough for you, that office will cost you a lot in missed opportunity costs. I don't know if that's a problem that can be solved, or just a natural law of constraints.
Re: Rethinking Levels, Promotions and Salaries
#9From the article:
> Direct experience in our rubric means substantially the same kind of work (coding, design, product management, etc.)
This is a recipe for finding people without "n" years of experience, but instead finding people with one year of experience repeated "n" times. Great if you need a specialist in something, tragic if you need generalists - which most startups do.
Re: Rethinking Levels, Promotions and Salaries
#10The company I’m with now makes promotions without salary increases. The salary increase comes in the next review cycle when you’ve proven that you can do the job. It seems very unusual to me, has anyone else seen this?
So you get promoted, then have to do that job at a lower salary than the position should get you.
Once you get the raise at the review cycle, is this also back paid for the time you were under paid for the role ?