Short and to the Point, but not Sweet

I conducted a mid-year salary survey on a few key occupations in August. As a result, one occupation group will receive a salary adjustment and two occupations will not. One message was easy to send, the other two not. One was particularly difficult because wages for this group have been an issue for some time.

Let me define the issue. Our rates are competitive statewide except in comparison with certain facilities in a core metro area. Our facility is not comparable to these facilities in terms of size, complexity or services offered. Nor are we in a major metropolitan area. Our rates are competitive across telephone surveys and a variety of third party surveys. Our turnover is minimal, our recruitment is not difficult and we have a steady flow of candidates from our student programs. We are basically doing ok from the measures side. We are not from the people side.

Problem? Grades. We have pay grades. We have two occupations in the same grade and the duties of one occupation is perceived to be  more complex than the other. That the salary rates paid for the "more complex" occupation are market competitive, is overshadowed by the fact the an occupation perceived to be much less complex is paid at the same rate.

For the past few years, a senior manager and I have had face to face meetings with staff in the "more complex" occupation. They have heard and know  the pay setting guidelines and they may even understand and accept that we have exhausted all avenues available to us. They do not accept the absence of a pay gap with the other occupation.  Short of getting into the federal pay system (complex and robust), suffice it to say that my hands are completely tied unless the labor conditions change. 

I communicated the survey results to the impacted employees today. It was short and to the point, but not sweet.

Comments

[The Career Encourager]

Yikes - never an easy situation to be in. I just did some market pricing for a client org and had to deliver some similar news. I think it's important to remember, that no matter how much employees may complain about their wages, it's never doing them a favor to let their salaries get out of market range. Why? A) Because they then overestimate their worth in the marketplace and may take their jobs for granted. If worst comes to worst and their positions are eliminated they will be shocked to learn that they cannot replace their income and have to settle for less. This can be a painful wake-up call. B) It can slow down their development. Typically, jobs that pay more require more skill or a higher level of contribution to the company's goals. I am always happy to spend time with folks who want to make more to discuss what they can do to contribute at a higher level to earn it. I am convinced that in the long run, people will enjoy their jobs more when they are putting in to effort to grow and contribute. In this regard, you are actually doing them a favor by having a market based pay structure. Good luck with the ongoing conversations!

[Lisa]

Thanks for the encouragement. This is definitely an occupation with upward mobility and we have had that conversation with the employees. After 3 years of the same conversation said different ways, I am a bit frustrated. The bottom line is the same and not one the employees do not want to accept. So what will I do? I will not seek out any conversations on this issue today:)