So, raise cards came out last week. A co-worker asked me an interesting question. They asked if I was a recipient or a donor. After they explained it. it went something like this.
A few people received a raise percentage greater than “bring in”. Those are the Recipients. Then there are those who received less than the “bring in” percentage. Example of this is from http://llnlthetruestory.blogspot.com/2008/09/salaries-in-short.html The 300 series allocation was 1.54%. If you are a 300 series and got more than 1.54% then you are a recipient. If you got less, then you are a donor. Someone has to get less so all the supervisors and good ol boys can get a big fat raise on this lean year.
So, I pose the question. Were you a recipient or a donor?
20 comments:
Donor. Third year in a row.
Thank you Neko for the topic!
I will ask the same of the 200s:
If you got 2% you got a raise, if less you helped someone get a raise.
I have been a donor for about 5 years; one year, I donated all of it.
Average 6 year raise: 1/2%. Serious!
For the first time in two years I got a 1% raise and then was told what a great job I was doing and how close to target I was. What a bunch of hooey. I guess I'm a donor.
Worse raise I've ever gotten in 30years and I hold two jobs. I even called to ask if I had did something wrong. Of course I got the good old song and dance story. Well, you know, you're not in engineering anymore, that being the case we don't value your job as much as we do those people who put things together. Believe me. I've heard them all and this one took the cake. It's sad the way they justify their inequalities placed upon others and yet ULM never suffers the same consequences.
Hey George!
You are the president of a company where the difference between mediocre and excellent is 1%.
Think about it!
I have not received more than 1.5% for 3 years (except last year I got reclass raise of close to 5%). I think the more relevant question is are you keeping up with the cost of living or are you falling behind (taking a cut in pay). I have been taking a cut in pay year in and year out. I have not received my card but I already know I am going to get hosed again.
500 series donor, first time since the Hazel freeze
The last four years I was at LLNL (before being laid off) the highest raise I got was 1.5%! When I got laid off and the golden handshake, I got a job paying the same amount with equal or better benefits, and my first QUARTERLY bonus was 5%. Screw ULM, even private industry is taking better care of me than they ever did. I worked my butt off there.
I guess if making 0.15% more than the 'bringin' after being ranked in the top 20% of my classification makes me a 'recipient', so be it. Feels like I'm the recipient of a large sausage up the a$$.
My entire "raise" will be eaten up by the increased costs of "benefits".
Oh yeah, I got the 'attaboy, good job' talk too ...
October 28, 2008 11:36 AM
You did better than most.However that is not keeping up with the cost of living or inflation. Other than ULM we are behind about 20% not matter what they say. You are taking the big sausage every year you stay. Now you know why they don't print the piss off sheets any more. Could you imagine what it would be like if the troops found out they got <1% and ULM got 5%-7% plus perks and spec pay.
I was the one who made the "0.15% more" above and yes, I realize the past several years have been "negative" raises WRT inflation (and being an SPSE member, what ULM and others have been receiving from MY 'donations'). I have been running 14%+ underpaid compared to Target Salary (and LOSING ground even with excellent reviews and ranking). I am leaving, hopefully before year-end.
got less than a dollar per hour raise which believe it or not is better than I expected. I got over bring-in.Big f-ing deal. we have this incredibly sophisticated performance review process which is used to figure out who gets 90 cents/hour as opposed to 95 cents/hour.What a bunch of horse dung. I can assure all of you my work habits are reflective of the sort of compensation we receive.I am outta here asap.
Look at it this way.
It is substantially equivalent in the aggregate. Now give a "substantially equivalent in the aggregate effort", (approximately 5% less after inflation)
Can someone give me a reason to succeed? Congress hates us, ULM disses us when we were the best lab.
Why try?
We could discuss, ranking, performance, distance to target, closure fraction etc, but it is all parsing the ridiculous.
Congress doesn't want to give sufficient funds to keep us bozos up to inflation, and it will be worse under Obama (Note from scooby: I corrected the name. I assumed it was typo and not a deliberate name)
So rather than fight it, enjoy it.
You get paid for watching, first hand, the people who try to hurt you fail.
Congress fails. Bodman fails. DAgostino fails, Miller fails. LLNS fails.
Meanwhile, I get a paycheck and a front row seat.
It is too bad! The whole idea of privatization is to save taxpayers money.
With constant low morale, productivity will be guided with the
"do little with little" culture and will be lower.
So, how is LLNS going to achieve that?
NNSA knows LLNS is doomed to failure and will probably blame the contractor. Bunch of incompetent idiots!!
As a donor it its' not bad seat to be in watching the ship go down, while sitting in my own little life raft awaiting the pick of several opportunities.
...we have this incredibly sophisticated performance review process..
we really do polish the turd better than anyone else
I know first-hand that the entire ranking process is highly subjective at best. I was a donor this year. Last year, I got close to package and the year before I was a donor. My PA says that I am excellent with no issues, which demonstrates that this entire process is subjective. More importantly, it is a waste of time - writing PA's , soliciting input, people sitting in rooms for days on end arguing (that's ranking). How many person hours are wasted on this activity?
Also - how about the 200 salary curve? It must have been generated by a republican. :) The gaps between last year's curve and this year's curve get larger as rank increases. Why not make it parallel to the curve from last year? Now, that's a perfectly valid question for upper level management!
Just wait until hefty salary contributions to save a quickly sinking TCP1 pension begin.
You'll soon be moving backwards... fast!
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