Anyone with experience of asking for a pay rise/higher starting salary - how long to wait for further news?

[Becauseimworthit79]

Bit of background information:
I was asked by another department, a couple of months ago, to apply for a role that they created for me as they knew I already had the experience and skills set to deliver the role. They started me on the role in January but the job advert had't come out until late January so I wasn't interviewed until February.
The new role is very demanding, much more so than my last one, which is leisurely in contrast, but the salary offered is barely 2.5% more than my last one and I value it to be much higher than that because of the demands of the role and the skills required for it. The fact that they sought me out for the role means they should be offering me an incentive to produce the extra work.

Anyway, I had a discussion with the head of department and they were also surprised at the grade offered given my skills and experience. They told me to put it in writing and they would talk to HR about it. I did exactly that, and the last I heard was that it had been sent to someone in HR and someone higher up and that my HOD was working on getting it regraded.

I don't want to keep pestering her, so I'd like to know from HR point of view, how long does making this decision usually take? When would be a good time for me to ask again?

Thank you.

There are too many unknowns to give you a straight answer to the "how long is a piece of string?" question. I expect you know that already... but it's fine to ask for some reassurance

Have they actually "created a role for you"? If so, then yes, it should stand to reason that HR will know your current salary and want to incentivise you. If their only incentive is 2.5% more than you currently earn, but you're giving them more bang for their buck with your enhanced skills, plus an increased workload, they've got it badly wrong.

Bear in mind the role grade will have been assessed and set by HR compensations bod's, based on the market value for the role not on your personal circumstances. They will have an upper median and lower scale for the role. Your HOD needs to argue that you need to be nearer the middle or further up towards the upper end of the scale.

Your HOD is the decision maker, so they need to be the one to push for a quick resolution if they need you to continue performing the new role.

You should also be aware that pay changes in some organisations only happen at fixed times of the year - where I am we only have 2 "windows" to get pay changes done, outside of that its practicaly impossible

In my experience, promotions dont need to be in step with routine in role pay review cycles - when someone moved into a new role, potentially with a different pay structure or grading, that can happen at any time of year to meet business need (in my experience anyway).

Otherwise it wouldn't incentivise people to move around the organisation during the year in case they had to act up in a potentially much more senior role, but have to wait 6 months for the next routine review. I cant imagine that being a good way to motive people towards advancement.

Hello,

Thank you for your response. You are right that this is a "How long is a piece" of string type question, but I didn't want to give too many details about what my job role is and what sort of area I work in.

Yes, I was told by my previous line manager that I should take it as a compliment to have been asked to do this as I was "headhunted" for the role and that it had been created for me. So really, they are wanting my skills and my experience for the benefit of their department because, they know that I already have them from a previous role elsewhere.

When I first asked the HOD about the pay grade, she said it was actually HR's decision. I don't know why they have cut the pay to what it is at the moment, other than saving money, as previously, they had agency staff performing similar duties and responsibilities for much more. They have now got rid of using agency staff and advertised for 2 0.5 part time, permanent staff at a lower rate. No one internally went for it as they knew what the job really was, but both posts were filled by my colleague, who does the same role as me but for a different area.

Anyway, I haven't signed the contract yet as I am still waiting to hear whether or not my post has been regraded to something more sensible!

Hollow-laugh at your previous manager saying you should be flattered. Presumably they're saving money on agency staff and recruitment fees and now they're being tight fisted with your promotion salary. I don't think they're doing you any favours. You're resolving their vacancy / workload problem, more like!

If you are reasonably happy in your current role, definitely stay put until you get a serious signal they are serious about the move, ie decent pay increase and clearer transfer plans to the new role.

Thanks again Daisy, my workplace is having a snow day today.

I think you are right again about them saving money and I have said a few times to others that I feel like they are exploiting my experience and skills set, for their gain, rather than rewarding it! They have dressed it up as some sort of fantastic opportunity, that will allow me to work in an area that is relevant to my skills and experience, but it feels like I've taken on a poisoned chalice.

That said, I enjoy the work I am doing at the moment with the users of the service, who have all given positive feedback, and my colleagues (I have 2), who share the same job title as me, are both very supportive and we work well as a team.

I shall wait a bit further.

the only times i've seen similar things happen, it's a case of 'throw flattery at the person, get them to start on the cheap, then waggle the carrot at them a bit down the line' (which, invariably, never comes). literally 3 people in 3 different organisations, stepping up from a mid-level manager role into a head of department-type role.

i was going to come on here to say don't start until you're happy, but it's good to see you haven't fallen for that old trick. just make sure that later on, if they do offer increases, get it in writing with iron-clad criteria (not e.g. " the end of the performance year subject to these highly subjective criteria which no one will be able to argue for you on"). also prevents the issue if your line manager leaves.

sorry, i've just never seen these situations turn out well. personally, i'd stick with the comfortable safe role. as would most men.

make sure your organisation isn't expecting a little bit of flattery in order for one of their high performing women to accept a higher responsibility role on the cheap.