The Performance and Pay Review
At some stage this year you will be required to undergo the annual performance/pay review. For many members the task is an arduous one. There may be a need to defend ones actions and/or pursue a pay rise with unknown consequences.
However, sound research and preparation will not only minimilise the uncomfortable aspects of the review but will also benefit your outcomes in pursuit of pay increases and career development. Story by Victorian Branch Industrial Officer, Terry O’Loughlin.
Members are strongly advised not to leave the preparation for their performance/pay review till the last minute. You could start by sitting down and listing the possible issues that will be discussed at the interview with your relevant manager or supervisor.
You should also itemise a list of outcomes that you want, such as the sort of pay increase you are seeking or the training activities to take that will improve your career. These need to be done within a realistic framework.
When looking at your goals, try also to think of alternatives or negotiated outcomes. For instance, the boss may be unwilling to give you an 8% pay increase, but the net worth to yourself could be offset through a better salary packaging arrangement coupled with a 5% pay increase. Other options could be around parking arrangements, provision of a home computer or adjustments to working hours that may better facilitate your personal arrangements.
In terms of criticisms, try to guess what is going to be put to you and then work out a plan of action – such as providing legitimate reasons or situations that vindicate the shortcomings – with your own added plan of action to resolve the problem. Don’t simply refute the allegations – nine times out of ten that will only result in an extension of the grievance, which will impair your future ability to get the results you want.
It also helps to do some research to assist your objectives. Do some investigative work into the organisation and its overall performance, i.e. profit and turnover, and see how this can be linked to your own efforts. Often your supervisor or manager has to report their reasons for your pay rise to their superiors or board members. Do the work required that will provide the substance of reasons that can be used on your behalf.
Not only should you research the operations of the company you work for, but also what is going on in the market place. Consumer Price Index (CPI) results can be obtained from the Australian Bureau of Statistics website and market salary movements for technical professionals can be obtained through the APESMA website. It would even pay you as a member to become familiar with the remuneration surveys and how they work now, so that it doesn’t become a problem when you need the updated information. Finally, newspapers such as ‘The Age’ and ‘The Australian’ periodically release information on salary rates for occupational groups.
When it comes to the actual interview, your research and preparation have become invaluable in support of your claim. Don’t be afraid to list your achievements and the training you have undertaken that benefits the company. Writing this information in point form can be a big help if you’re not good at this sort of thing. Don’t overdue do it but the best person to advertise your talents is you, and regardless of where you work the fact is that intra-organisational politics is part of the scenario.