Has anyone managed to reach the midpoint of their salary band after starting at the lowest point within their roles pay band, considering the significant 20% difference between the midpoint and the lower end of the range? I am curious if such an achievement is possible without a title change. Has anyone accomplished this before?
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@2mrm+1nS4QnSH op here, I appreciate the advice and insight. I have been making noise about it multiple times, but my manager hasn't provided any information if anything is being done about it. It sounds like I'm better off moving on from Medtronic.
Former hiring manager here - with the annual 2% you won't make up much ground in the salary band. But, managers do have discretion to make salary adjustments based on performance/market/role changes. This doesn't necessarily require a change in title, but would require some justification and at least a 1-over manager approval. It also is contingent on the department budgets. Good managers should be building this type of adjustment into their AOP plans, but I recognize that many do not. I personally fought for salary adjustments every year for my team as their scope of work changed and/or new people came in at different salaries for the same role. Your best bet is to go in with evidence of a salary gap between where you are and the market value for your role. The mechanism is there to make it right, but there isn't often a willingness to do it unless someone starts making noise.
I think it would be tough, since the ranges also increase over time. You'll never make up ground with 2%. You would need some 5-7% consistently which is extremely difficult at MDT.
Post ID: @OP+1nS4QnSH - you have to be member of DEI or Woke to achieve this goals. Else good luck. That’s what I think.
If you’re non Hispanic or African decent, expect to be well below 90% until promoted.