To ask wwyd about this work situation?

[justexisting22]

I've been angry for a few days following a recent salary review at work and I can't stop thinking over it in my head. I really need advice on how to handle the situation as I feel like I've been really undervalued and I'm seriously wondering now whether or not I should look for a new position at a totally different company.

For some background, my "new" salary for this year was my base salary last year, however this was pro rata to £Xk a year, as I worked part time but then changed to full time when I started a new role. So I'm wondering if is that even correct? Should this not have increased when I went back full time?

I've been at this company for 6 years, have qualifications experience etc, yet I'm still only on the starting salary for my position. It just doesn't seem right to me and to be honest I've been so upset and angry about it

AIBU to think I should just look elsewhere?

should I go back to my manager again with this or go straight to HR? I want to make sure I approach this correctly

Apart from the salary confusion. You say other colleagues are paid more for lesser performance. Have you ever actually negotiated a raise? It's something I think a lot of people aren't taught. Companies won't just give yearly raises if you don't ask for them. They will pay the least they have to for the job, it's just business.
You need to give them evidence of why you deserve a raise. show what value you bring to the company. not just go in and say it's not fair.
Are your performance indicators better. Did you negotiate extra business for the company bringing extra income in. do you consistently get good customer feedback compared to your colleagues. Do you have a bigger workload? Start with a higher figure than you are willing to accept and negotiate down.

@reesewithoutaspoon As far as I am aware, the colleague who has a lower rating but a higher pay raise hasn’t done any sort of negotiation

Ok So you haven’t went full time. Your hours have not changed.

so they said they have given you a ten percent pay rise. They have done ten percent off your total actual part time wage.

but you want ten percent increase on the full time wage.

why would they give you ten percent on the full wage as you don’t work that ? As your hours have stayed rhe same then what they have done is valid.

Also op your colleague who got a larger raise, is their job the same and is their base salary the same as yours?

No.

The pay rise of 10% is calculated on the FTE. Then that new higher amount is pro-rated.

FTE £20,000
Pro-rated 90% = £18,000

Pay rise of 10% calculated on the FTE for the role.

FTE £22,000
Pro-rated 90% = £19,800

That’s how it works.

@Sunnysideup I see your point here. I just thought pay rises would go off the base salary, not the pro rata one

It clearly doesn’t. They are free to give the increase in her actuals.

Is it just me or is this thread utterly bonkers? It’s one of the most confusing threads I’ve read simply because entirely mundane details could be ‘outing’.

tgis could be cleared up in 10 minutes if you put down actual hours, FTE hours and the various salaries.

instead no one can advise you properly because with every second post you change your mind or add something new or contradictory.

there are people on here who do this for a living. Why not actually use them?

Op, it’s up to them, they can do it on any base they want, they don’t even need to give you a pay rise.

If she works for a company that does it any other way than I’ve outlined, sunny, then she should definitely look for a better job!

@Merryoldgoat I’ve given a clear example and @Yellownightmare summed up what I was trying to get across, so it’s really not that confusing

@NoSquirrels Yeah I thought the rise would be based on base salary then new pro rata amount

If you’re under market rate for your job, move. You have years of experience, training etc, you have already brought this up to your manager that your pay is it correct and still nothing has been done. If your manager really valued you, they would look in to that right away. A simple email would be enough.

id both raise it with HR for clarification on the pay, including clarification per hour so you can advise them if the hours you have been working full time but not receiving full time pay. I would also look for another job.

What I think the OP is saying is that her 30 hours role was clearly based on a FTE salary.

Now they’ve tried to imply that the 30 hours salary was never based on a FTE.

If they’d done it that way from the start, fine. But you can’t just change your accounting basis and the pay scale etc because it suits. They’ve either made a mistake or they’re pulling a fast one.

That would have been appropriate if you were working full-time hours, but you're not. You're working the same hours as last year, so you've got a 10% increase in last year's pay.

You can't compare it to your full time pay because you're working two and a half hours less per week compared to then. You're upset with all of this is because you're comparing now with a couple of years ago and only seeing the financial difference. You're ignoring that you're working less hours for the same money.

But a 10% (say pay rise) would work out the same whichever it was calculated on.

10% fte pay rise then prorated to your hours is the same as 10% of your normal prorated salary.

the only thing I can imagine therefore is you expect the 10% increase calculated at the fte and then the actual amount added to your prorated salary which is not the same and not a 10% increase.

in which case it’s largely moot - you think you should have an increase of a specific amount so that’s what you need to discuss

I’d go to manager, rather than HR.

Actually it’s even more bonkers than it looks. Becayse ten percent pay rise on the part time salary is absolutely identical to 10 percent increase on the full time salary, as the part time salary is pro rated. The op gets the same amount either way.

op are you thinking that if the full time salary went up by say 1500 you’d get 1500. Becayse you wouldn’t. You’d only get the pro rated amount for the hours you work, which will be the equivalent of the ten percent on your actuals

what I am saying is ten percent on the full time salary and ten percent on the part time salary is the exact same thing. You get the same amount either way. Because you still work the same hours.

so..

pay is twenty grand.
ten percent increase makes it 22 grand
you work 90 percent
means your pay is 19800
your salary increase is 1800. It will never be the full two grand.becayse you only work 90 percent, so you get ninety percent of the increase.

so last year full time pay was

20 grand
you worked ninety percent.
so your pay was 18000
ten percent of 18000 is 1800.
which is your increase above. Either way it is 1800.

so ten percent of the increase on full time pay versus part time pay is identical. You don’t get the full two grand increase, because your pay is prorated for the hours you work.

I think I’m going to leave it to my manager, as I don’t want to go to HR and make a fool of myself. I don’t actually know what’s right or what’s wrong here.

Name change and start a new thread in Employment Matters with all the details as simply laid out as possible, actual numbers.

HR or your manager isn’t going to see it or care, especially if you’re just keep to the facts and don’t say anything about being undervalued, other colleagues etc.

All I want to know is whether or not the increase should be based on the FTE base salary but there seems to be conflicted responses about that

@NoSquirrels it makes no difference - the maths is the same either way.

OP it doesn't matter if the 10% pay rise is calculated on your actual PT salary, or your FTE salary and then pro-rated down - you've still got 10%.

Work on your communication and numeracy skills.

Is it possible that there is a miscommunication? Say your last year gross salary FTE was £19.000, because your hours are 2.5 hours less per week, you get paid £17,733 (assuming 35 out of 37.5 hours per week). If your increase as stated was 8% which would have increased your base salary to £20,520, the reduction to account for your reduced hours would take it to £19,145.

I think you need to clarify with your manager, work out what you think your rise should be based on the percentage increase that was communicated to you.

I also think you have another question:

Dear Manager, I have worked here for 6 years, have taken on additional responsibilities and have been rated highly, but it has come to my attention that I am paid significantly less than colleagues that have fewer responsibilities and have a lower rating. As you can imagine, this has left me feeling demotivated and undervalued. In advance of the pay rises being processed this year, I would like to discuss this with you with a view to revising this year's pay rise.

Kindly yours
Underpaid staff member!

All I want to know is whether or not the increase should be based on the FTE base salary but there seems to be conflicted responses about that

It won't make any bloody difference! You'll still get exactly the same. It's basic bloody primary level numeracy - you can multiply numbers in whatever order you want - the outcome is the same.