I have a friend that is rejoicing about the big increase she received this year and thinks AT&T is the best most caring company to work for. I received a 10% increase and then was surplussed a few months later. Just sayin....
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Maybe you're at the top of your pay band if you got exceeds and not close to 5%. There's more to the secret sauce than performance. It would be nice to know what it is - but I doubt leadership will ever tell.
I must be a dumb ass. I receive exceeded and I did not receive anything near 5%. This is just a bunch of crap. I work my ass off putting in 60 hours a week, always on call do a job for several people and I do not get anything near 5%. Screw AT&T. I am definetly out of here. Let them find someone else.
OK, that makes sense, so two folks on the same team can get drastically different raises for the same level of performance because of where they sit in the pay band for the position.
Every year, there is a merit matrix with one side being your MPP rating and the top being your position on the pay scale. You find the block where they meet and that is your hr recommended increase range. Your supervisor (or higher level) depending on the business unit can set your raise anywhere in that range as long as once all raises are set they are still in budget.
The numbers in the ranges vary from year to year. This year the lowest range was 0-1.5% and the highest was 10-12%. There are also boxes in that matrix for lump sum amounts for those that are already above the top of their pay scale.
I always thought folks on the lower end of a pay band for a given position got bigger raises to get them up to average. Personally, I haven't seen much of a difference in raises between my worst years and my best years outside of a promotion.
Oh yeah I'm in ATO with a 5% raise. Never below a 4%. So its NOT true that ATO doesn't give high(er) raises.
I got 5% this year. And a Fully Meets.
On the Layoff list. All other past ratings were fully meets and/or exceeds NEVER a meets some or below. I never got below 4%. 5% this year is my highest.
I have no idea how you guys receive 9-10%. In ATO, I do not think anyone exceed 3.25% and that is with exceptional performance rating. 10% is unbelievable. Wish we received that much, we would actually begin to get paid equivalent with the rest of the market.
I got a 9% increase and then our organization got hit hard with layoffs. Including me. I guess it was a conciliation prize. I always received over 6% raise each year. They follow a bell curve. One or two are top rated, one are two are at the bottom and the rest fall in the middle with the low increase %. That's a fact.
If you got 10% your boss was guilty and trying to ease his conscience
Agree, all bull to pump up people.
and layoff is not based on bonus.
If someone thinks stating they got a 10% raise will be believed then they are really nuts. ATT does not give 10% to any employee unless they change jobs and are paid low based on the midpoint for the job. Bonuses max out at about 5% of the pay and the manager or director must justify the numbers . In most if not all someone must be lowered to allow anyone beyond the average to get more.
I really suspect the poster who stated they got 10% is just trying to pump up people who got the average of 1.5 to 2.8 % in 2015.
I think the point they were trying to make is don't feel like you will not be surplussed just because you are rated high or receive a big raise. This is not considered when they lay off. I would think someone who received a 10% increase was doing a darn good job. AT&T doesn't care who you are or what you contribute.
10% raises? I think we are all safe then. Without knowing what your salary is or job title, it's kind of silly to talk about percentages.
I don't think anyone is safe. Especially if you have many years of service. AT&T doesn't look at ratings when they surplus. I have known people who had a far exceeds performance rating plus key contributor award get axed.
So if I got a sub stellar raise (like 1%) that means my job is secure...for a while at least???
i think some of the numerical raise increase might be psychologically based or an attempt to raise morale before the next surplus. The downside is that it lulls everyone whose sleeping - into a false sense of security. It also encourages a higher NPS rating. Too me there are no coincidences. This was all planned. And Im sure will be measured soon.
This happens with Incompetent management. Several reasons - employees were friends of managers, or nepotism, or some sort of politics; Managers were unaware of the poor performance (perhaps more likely in technical fields, where management is non-technical?); making decisions based on partial data (for example, one performance review that's out of date). Generally, I'd say this is unlikely, but you know the management better than me.
Exactly. If you get a really nice raise, your days are probably numbered. The cushion before the blow.
ATT salaries are 15K below market levels, perks actually count as salary, only at ATT
AT&T is finally giving raises? Wow...10 years of a 2.5% raise is what I had no matter my rating. I left and doubled my salary. I'm about to take a new job that triples me old AT&T salary. Leaving there was the best idea.
This is a way to fatten the cattle before slautter. It is very obvious what AT&T is doing. They want to keep as quite long enough before their off shore efforts will come into effect. Be careful and do not fall for this big bonus and raise.
i got the largest raise percentage too I've ever gotten. Along with a good MPP rating (as I've always gotten). Its almost surreal.
But most people don't want to talk about the elephant in the room. Alot of these rounds of surplus decisions at the director level were personal. I can think of at least 4-5 people who were vocal about iterative improvement. Who added ALOT of value, but created director enemies (via NPS, and other related surveys).
Management
Are you craft or management? If craft, did they offer you a bumping position? Or is this part of the koolaid?