To ask for a 50% payrise

[Rainbowhairdontcare]

I've been at my entry level job since February knowing that there was room for growth and I was joining the company not the job so to speak. I've spoken to my boss about it and he's agreed that I'll be going to this new role once I get back from maternity leave. The job spec is very similar to the one in the screenshot . As you can see the salary is £50-70k. Previous role (before I was made redundant was £50k). Locally salaries don't go as high as London and I think a similar role over here would pay around £35k.

My current salary is £18k but will ask for £27k. AIBU for asking for such a high payrise?

YANBU

If the job should be £35k then offering to do it for £27k is if anything too low. It's the responsibility of the role, the skills required to do it, the scarcity of candidates who could do it etc that should set the wage, not the current wage of the candidate

Good luck

Why are you only asking for 27k?

If I'm reading this right, you're going into a different role within the company, so try not to think about it as a raise based on your current salary - you're simply negotiating your new salary.

Have your company indicated what their expectations are in terms of pay?

I'd advise asking for the £35k, with evidence for that being the expected salary for that role in your area (assuming you have experience of the new role that would allow you to have an average salary vs a "starter" salary if you'll need to be trained).

Ask for HR to do a Bradford score of the role. This will indicate how much it should pay.

@catworrier did you mean something other than Bradford (which is used to measure sickness absence levels, unless there's another one I'm not aware of)?

I have done similar things in the past, but not quite the same. The business/client side of it what's new to me, however I bring in a lot more than that to the company.

No expectations salary wise have been said, just that I'll be fully transitioned to my new role once I get back.

There's no HR department and all of it is negotiated directly with my boss/owner.

I'd go I with a starting figure rising to X after 6 months and Y after a year.

Its not a payrise surely, its a promotion so you should go up to the salary for that grade?

Just to add that I think the top salary at work is about £32k.

And yes, it is a promotion with an unknown salary attached to it.

I am an ops manager outside London and earn £40k (I am part time so pro rata I earn less).
I would have thought that as this is a new role it needs to be in line with what you can earn elsewhere

@PookieDo can I pick your brains for a second? Is your role highly reliant on language skills? (Mine is and that's why I think I would be on the upper end of the salary scale as well).

Try and find some comparables in your region (even just rough area of country or similar demographic areas) and industry and have them saved and up your sleeve to arm you in conversations with HR.

'Manager' doesn't mean much at all. It all comes down to how much autonomy and expectations there are in making decisions that affects staff and finances.

If you are a manager, but only manage contracts/deals that are £10k and have one staff below you, it makes sense that you'd be earning a lot less that if you managed contracts worth £1M and have 10 people reporting to you.

@Rainbowhairdontcare

I do mean something else. I'm incredibly jet lagged right now. I'll have a think.

I am an ops manager 42k in berks

Nope! I am not in the same sector as you, I need no languages! (I should have said!).

I work in a healthcare setting

I recruit and manage staff, ensuring they adhere to policies and protocols
Control the business operations and function of the company on a day to day basis
Manage problems, first port of call person
Manage the IT systems
A lot of monitoring of costs and productivity and performance
Develop new systems and work on new projects
I do a lot of boring things like contracts and writing policies

Managing doesn’t have to be people. Often ops managers are managing the functions and running of a business

I work with another ops manager who is in less than me, her role is not as broad

*on less
Long day 😂

you need to stop thinking about this as a pay rise and instead, focus on it being a totally different job with different responsibilities. You are "simply" looking to be paid for the role as it comes, regardless of what you are doing right now. Also consider, if they were recruiting someone to that role from outside the business, what would they likely have to pay that person? Do they use agencies to recruit? Would they save money on that by recruiting you from within? Ultimately, don;t go into it feeling like anyone is doing you a favour. You're asking to be paid for a job that they would potentially ask you to be doing. Good luck!

Try the LinkedIn calculator for salaries.

I can't link it for you as is doesn't exist in the country I am in.

Also as soon as you need linguistic skills for a role your value doubles.

I'd go I with a starting figure rising to X after 6 months and Y after a year.

Never do this! More often than not the ‘promised’ pay rise doesn’t happen for some reason/excuse or another!

I will be in charge of the LatAm /emerging markets clients. That would be for them to sing with us contracts with us, personalised customer support as well as partnerships in the region with other companies.

I will also be overseeing (but to a lesser extent) the the improvement and streamlining of our moderation processes.

My boss wants me to focus more on new clients as that's where the money comes from.

They've hired with a recruitment company in the past for the more senior roles. I also know that when they hired the head of design, her role was advertised with a £30k salary.

I didn't realise the Bradford Score could be used for job evaluation, I'd only ever come across it to punish people for absences and get rid of people the management didn't like (no, not me personally). And if anyone, anyone, anywhere, can tell me the real origin of the Bradford score, I'll be ecstatic. Even Bradford Uni themselves disclaimed all knowledge....

I could only find the Bradford Score for absences...

I think the pay grading method is called Hay Grade. It's what we use at our work