Wisconsin Beth
Distinguished Associate
No, we don't walk away. But when we're holding on to something precious, we run.
Joined: Dec 20, 2010 11:59:36 GMT -5
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Post by Wisconsin Beth on Apr 22, 2019 9:21:01 GMT -5
I opted not to go for my manager's position. I met about 10% of the requirements and I wasn't comfortable going forward. If I'd have met 50% or higher on the requirements, I'd have tossed a resume in but not at 10%.
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Rukh O'Rorke
Senior Associate
Joined: Jul 4, 2016 13:31:15 GMT -5
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Post by Rukh O'Rorke on Apr 22, 2019 10:41:29 GMT -5
I need some advice here.
So finally approved to hire a consultant level person! I have been dying under this workload. Finally the promised reinforcements are budgeted! Yay!
I'm tempted to recruit a person in from my old company. Would that burn a bridge? 3 months after I left, another consultant left. If I poach the third.....They would end up with 100% consultant level turnover in under a year.
Also being boss of former coworker may present awkwardness, but not I think the same as being promoted from the peer group friday a coworker and Monday a boss.
I want someone really good and she is! Not sure of her interest but it would be a substantial raise for her I think.
Bad idea?
Should I only broach it after a full search and if no one good?
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tcu2003
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Post by tcu2003 on Apr 22, 2019 13:22:38 GMT -5
I’d broach it with your former coworker, Rukh, if you think she’d be good for the job. It’s been nearly a year, and if your former company hasn’t fairly compensated her to make sure she stays, that’s on them.
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NomoreDramaQ1015
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Post by NomoreDramaQ1015 on Apr 22, 2019 17:21:21 GMT -5
I'm here just incredibly busy. Since I took over the additional testing my workload increased dramatically. On top of that I'm still trying to master all the bacterial knowledge.
My head is ready to explode. I swear I did not get a request for six cases worth of additional testing. I print off every email when it comes in to cover my ass.
But I got an email from a tech wanting to know where all his stuff was today. I'll have to start growing it he's in line now behind everyone who sent a request that I already started.
I have no idea if he just assumed we do it automatically which seems likely or I fucked up. If the latter I'm assuming I'd have been asked to explain myself to my boss who got the email first. That would be 14 balls I dropped if I made a mistake.
Anyhow I'm frustrated but putting one foot in front of the other. Not sure how I'm going to get this all done.
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TheHaitian
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Post by TheHaitian on Apr 22, 2019 20:01:29 GMT -5
I posted for a few jobs, no lead yet. Got turned down for 2 and have not heard from the others.
I started driving for Uber eats last Monday couple of hours a day after work, on average ~3 hours. First week made ~$363.54...
Yes one more thing on my plate I know! But figure with an extra $1,500/month coming in, quicker I can get a few things paid off and stash built up (still working on the other thing).
In the meantime my wife is worried that her job is on the line, she has a meeting with her boss on 05/02. I tried to console her and say whatever happen we will be ok instead she bite my head off. I let it go knowing it is coming from a place of fear and not knowing what is gonna happen. She said she has been looking...
Knowing my wife I am sure it is more paranoia than anything else but time will tell.
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simser
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Post by simser on Apr 22, 2019 21:22:06 GMT -5
I'm here just incredibly busy. Since I took over the additional testing my workload increased dramatically. On top of that I'm still trying to master all the bacterial knowledge. My head is ready to explode. I swear I did not get a request for six cases worth of additional testing. I print off every email when it comes in to cover my ass. But I got an email from a tech wanting to know where all his stuff was today. I'll have to start growing it he's in line now behind everyone who sent a request that I already started. I have no idea if he just assumed we do it automatically which seems likely or I fucked up. If the latter I'm assuming I'd have been asked to explain myself to my boss who got the email first. That would be 14 balls I dropped if I made a mistake. Anyhow I'm frustrated but putting one foot in front of the other. Not sure how I'm going to get this all done. Ive had that happen to me before. I usually play "really concerned". Like I send back an email saying "omg I have to start that immediately because i never got your email requesting it. Could you show me the email you sent so that I can track down why I never received it?" Assuming email is the preferred method of communication. 9/10 they never sent it and they figure that out. 1/10 i screwed up but now I know how and I don't make the mistake again.
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NomoreDramaQ1015
Community Leader
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Post by NomoreDramaQ1015 on Apr 22, 2019 21:28:09 GMT -5
I'm here just incredibly busy. Since I took over the additional testing my workload increased dramatically. On top of that I'm still trying to master all the bacterial knowledge. My head is ready to explode. I swear I did not get a request for six cases worth of additional testing. I print off every email when it comes in to cover my ass. But I got an email from a tech wanting to know where all his stuff was today. I'll have to start growing it he's in line now behind everyone who sent a request that I already started. I have no idea if he just assumed we do it automatically which seems likely or I fucked up. If the latter I'm assuming I'd have been asked to explain myself to my boss who got the email first. That would be 14 balls I dropped if I made a mistake. Anyhow I'm frustrated but putting one foot in front of the other. Not sure how I'm going to get this all done. Ive had that happen to me before. I usually play "really concerned". Like I send back an email saying "omg I have to start that immediately because i never got your email requesting it. Could you show me the email you sent so that I can track down why I never received it?" Assuming email is the preferred method of communication. 9/10 they never sent it and they figure that out. 1/10 i screwed up but now I know how and I don't make the mistake again. I said I'd start right away. I swear they think this is all I do all day and they are the only one to ever want these tests. And since we offer it might as well do EVERYTHING! Starting to see why other labs won't provide the service. I get in the eyes of corporate it makes us attractive and therefore popular but it's a giant time suck and there is no concrete proof these tests really make things better. I print the requests as soon as I get them. None of these are in there. I'm not kicking the nest I'll keep my head down and plow through.
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chen35
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Post by chen35 on Apr 24, 2019 9:15:47 GMT -5
TheHaitian - how much of the delivery fee do you get with Uber Eats? Are you mainly depending on tips?
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TheHaitian
Senior Associate
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Post by TheHaitian on Apr 24, 2019 14:47:50 GMT -5
TheHaitian - how much of the delivery fee do you get with Uber Eats? Are you mainly depending on tips? 100% tips - mine 75% of the delivery fee - mine (Uber keeps 25%)
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Deleted
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Post by Deleted on Apr 24, 2019 18:30:56 GMT -5
I don't want to hijack the thread but something interesting came up at work today.
Now is when the administration starts cutting non-tenured teachers, either for performance or need. We are losing 3 tenured teachers in our department who are not being replaced. That saves 3 teachers who have no tenure.
But there is a fourth who was told to apply for a position at the new school that is opening or find a new job. My BFF, who is 61 and has some minor health problems, planned to work one more year. But she was agonizing on whether she should do it now to save his job. Another friend in a different department, who is 57, shared the same sentiment to save the job of her first-year colleague whose job is being eliminated.
Would you do this? I wouldn't although I am retiring so I saved somebody's job, too. But if I wasn't ready to leave, I wouldn't even though I am old enough to retire with Medicare and SS. Neither BFF or friend is.
The teachers whose job they would save are both young. They could leave next year (or even this year) for a better job without thinking twice about it. One of them is just married. She could decide to have a baby and be a SAHP. They could turn out to be bad teachers (both are first-year) and not survive two more years.
I was just curious.
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justme
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Post by justme on Apr 24, 2019 19:03:20 GMT -5
If I was the one planning to retire the next year, I'd debate it depending on my readiness for retiring. If it didn't really change my numbers other than an extra year in retirement then I could see it swaying me. But if I really need another year of savings, no.
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Works4me
Senior Member
Someone responded to your personal ad - a German Shepherd named Tara wants to have you for dinner...
Joined: May 5, 2012 12:11:37 GMT -5
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Post by Works4me on Apr 25, 2019 2:36:48 GMT -5
I don't want to hijack the thread but something interesting came up at work today. Now is when the administration starts cutting non-tenured teachers, either for performance or need. We are losing 3 in our department who are not being replaced. But there is a fourth who was told to apply for a position at the new school that is opening or find a new job. My BFF, who is 61 and has some minor health problems, planned to work one more year. But she was agonizing on whether she should do it now to save his job. Another friend in a different department, who is 57, shared the same sentiment to save the job of her first-year colleague whose job is being eliminated. Would you do this? I wouldn't although I am retiring so I saved somebody's job, too. But if I wasn't ready to leave, I wouldn't even though I am old enough to retire with Medicare and SS. Neither BFF or friend is. The teachers whose job they would save are both young. They could leave next year (or even this year) for a better job without thinking twice about it. One of them is just married. She could decide to have a baby and be a SAHP. They could turn out to be bad teachers (both are first-year) and not survive two more years. I was just curious. I often think that people use situations like that as an excuse to do what they really want to do. I hope both of them look at their numbers carefully because in most cases Medicare does not start until age 65 and health insurance is not cheap.
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Rukh O'Rorke
Senior Associate
Joined: Jul 4, 2016 13:31:15 GMT -5
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Post by Rukh O'Rorke on Apr 25, 2019 5:41:46 GMT -5
I don't want to hijack the thread but something interesting came up at work today. Now is when the administration starts cutting non-tenured teachers, either for performance or need. We are losing 3 in our department who are not being replaced. But there is a fourth who was told to apply for a position at the new school that is opening or find a new job. My BFF, who is 61 and has some minor health problems, planned to work one more year. But she was agonizing on whether she should do it now to save his job. Another friend in a different department, who is 57, shared the same sentiment to save the job of her first-year colleague whose job is being eliminated. Would you do this? I wouldn't although I am retiring so I saved somebody's job, too. But if I wasn't ready to leave, I wouldn't even though I am old enough to retire with Medicare and SS. Neither BFF or friend is. The teachers whose job they would save are both young. They could leave next year (or even this year) for a better job without thinking twice about it. One of them is just married. She could decide to have a baby and be a SAHP. They could turn out to be bad teachers (both are first-year) and not survive two more years. I was just curious. I often think that people use situations like that as an excuse to do what they really want to do. I hope both of them look at their numbers carefully because in most cases Medicare does not start until age 65 and health insurance is not cheap. I agree. And I also agree with Susanna - if you make way for someone else - that may not even be what they want, and they may not stick with it, and then are you going to be resentful? I could have done 3 more years into the pension and been so much better off and they just left teaching altogether after my sacrifice? Sure hope they are not putting themselves in that situation!
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azucena
Junior Associate
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Post by azucena on Apr 25, 2019 7:18:21 GMT -5
Interviewing for a new sales person today - my current one is retiring. This will be someone I work closely with on a daily basis, and I've only been assigned a 30 min spot. Trying to figure out if that's normal or if I should invite myself to lunch.
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Works4me
Senior Member
Someone responded to your personal ad - a German Shepherd named Tara wants to have you for dinner...
Joined: May 5, 2012 12:11:37 GMT -5
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Post by Works4me on Apr 25, 2019 7:37:02 GMT -5
I find it unusual that you are not part of the lunch group - who else is going?
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Rukh O'Rorke
Senior Associate
Joined: Jul 4, 2016 13:31:15 GMT -5
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Post by Rukh O'Rorke on Apr 25, 2019 7:43:52 GMT -5
Is it a series of interviews or a panel?
If panel 30 mins is a lot. If series, unless you are going over the intro material our company, our department, this position, etc etc. I still think 30 is a lot.
if a series will you all coordinate so not a lot of question overlap?
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raeoflyte
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Post by raeoflyte on Apr 25, 2019 9:18:15 GMT -5
Invite yourself to lunch. I'm picturing our sales people, and they aren't always looking for the right personality to mix with operations. And I get it that sales brings in the business, so for us that means operations has to be the right personality mix for sales in a lot of cases. But still. Invite yourself to lunch.
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andi9899
Distinguished Associate
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Post by andi9899 on Apr 25, 2019 9:29:25 GMT -5
TheHaitian - how much of the delivery fee do you get with Uber Eats? Are you mainly depending on tips? 100% tips - mine 75% of the delivery fee - mine (Uber keeps 25%) Thing 2 started doing this for a little extra cash. I didn't realize you could make that much. Nice. That reminds me, I need to get her a pepper spray when I go to work on Saturday in case she goes to a house with a crazy. She has a taser, but you have to be up close for that to work.
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azucena
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Post by azucena on Apr 25, 2019 12:01:33 GMT -5
I was told there are too many people (5) already going to lunch which is probably true. It's a series of 1-2 people interviewing in 30 to 60 min increments. Some of the more senior people know and like her, and I definitely had a good first impression in the 30 mins. Glad to know that I wasn't out of line to think I should be more included, but there isn't really anywhere else I can insert myself. I did talk about how closely we'd be working and give her my card and offer to have a follow up call. I'm mostly miffed that two of the 30 min sections were given to ancillary folks from different depts.
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Ava
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Post by Ava on Apr 25, 2019 19:27:49 GMT -5
I've had to put my job search on the back burner due to other events taking place in my life.
I never heard back from the HR rep in charge of the job posting I was interested in.
The job is still posted, with a new HR person in charge of it. I don't know what to do. I am very unhappy that nobody has contacted me. HR claims to want to promote from within and let people reach their potential, but for the most part, internal candidates are ignored. Even if I don't have the requisites for the job, shouldn't they at least have the courtesy to contact me, explain what skills I'm missing so I am prepared next time the job is posted?
I was thinking about talking to my manager for his advice, and so he can guide me through this. But I'm not sure how he's going to take it. He relies a lot on me, and we have developed a more personal relationship besides work. We are not personal friends, but we talk and care for each other as people. I don't think it would be appropriate to involve him in this. He also tends to take it a little bit personally when someone leaves his team, or tries to leave.
The other thing is that I am not entirely sure I want the job. I would like to have the opportunity to interview, learn more about the position, the manager, the team, etc. So I can make my mind.
There are certain perks I have in my current role that would be very difficult to obtain somewhere else, even in the same company. I like my job, it has been becoming more interesting as I get assigned more complex tasks, I perform reasonably well, I am well liked and respected, I have a ton of flexibility, etc. Except for the commute, which is insane, I would say I have it very good. Most of the time it doesn't even feel like work at all.
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alabamagal
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Post by alabamagal on Apr 26, 2019 6:55:07 GMT -5
No word yet from job in GA, it’s been 2 weeks. Sent email to follow up on timing.
Had phone screen for job in FL panhandle. Went well and pretty sure will move to next step. There are actually 2 jobs. Also talked to recruiter yesterday and have another one calling this morning.
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Ava
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Post by Ava on Apr 26, 2019 7:01:01 GMT -5
No word yet from job in GA, it’s been 2 weeks. Sent email to follow up on timing. Had phone screen for job in FL panhandle. Went well and pretty sure will move to next step. There are actually 2 jobs. Also talked to recruiter yesterday and have another one calling this morning. Good luck on the job search. Glad that you have many leads going on.
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NomoreDramaQ1015
Community Leader
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Post by NomoreDramaQ1015 on Apr 26, 2019 8:10:00 GMT -5
I've had to put my job search on the back burner due to other events taking place in my life. I never heard back from the HR rep in charge of the job posting I was interested in. The job is still posted, with a new HR person in charge of it. I don't know what to do. I am very unhappy that nobody has contacted me. HR claims to want to promote from within and let people reach their potential, but for the most part, internal candidates are ignored. Even if I don't have the requisites for the job, shouldn't they at least have the courtesy to contact me, explain what skills I'm missing so I am prepared next time the job is posted? I was thinking about talking to my manager for his advice, and so he can guide me through this. But I'm not sure how he's going to take it. He relies a lot on me, and we have developed a more personal relationship besides work. We are not personal friends, but we talk and care for each other as people. I don't think it would be appropriate to involve him in this. He also tends to take it a little bit personally when someone leaves his team, or tries to leave. The other thing is that I am not entirely sure I want the job. I would like to have the opportunity to interview, learn more about the position, the manager, the team, etc. So I can make my mind. There are certain perks I have in my current role that would be very difficult to obtain somewhere else, even in the same company. I like my job, it has been becoming more interesting as I get assigned more complex tasks, I perform reasonably well, I am well liked and respected, I have a ton of flexibility, etc. Except for the commute, which is insane, I would say I have it very good. Most of the time it doesn't even feel like work at all. Just a thought but have you ever considered the reason you're ignored internally is because the heads of these departments are aware of your current arrangement and either can't or won't provide you with the same so are deciding you aren't a good fit? It's not entirely fair but they have to weed out candidates somehow and flexibility needs are one of them.
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Rukh O'Rorke
Senior Associate
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Post by Rukh O'Rorke on Apr 26, 2019 12:23:39 GMT -5
ok people! talk to me!!
As I had mentioned - we are starting a search for someone in a senior role for my group - my former title at the old company and with a phd and years of experience in the field. Well - I just got a look at the salary range for this position as we start recruitment, and I'm not even at the top end of it! Whaaa?
How to process this information? how to go forward and what do I do?
It is possible that we may hire someone with more overall experience than I had at that title, but I do think I have really stepped up into this role and done a lot and really deserve that director title. And we might get someone just edging into this role and offer them 25k below my salary and that would make sense. And I just carry on, etc.
But if we get a really senior person, it's possible they may push and get a higher salary than I'm getting, as their boss and also doing the same and more senior work duties as well as overseeing the work group. This position has no supervisory capacity, although that might be something that we could add for the right candidate.
So - I think I should assume that as director, my pay should be one tier up from this one - meaning I am on the lower end of it, which is great and also reasonable as I am new to this level of responsibility.
However (!) of course I want to spin this to my material advantage.
Thoughts and approaches?
When to address?
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shanendoah
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Post by shanendoah on Apr 26, 2019 13:18:56 GMT -5
Rukh O'Rorke - Isn't this new role going to report to you? So shouldn't you be the one who determines what their pay is, regardless of what is available in the range? Granted, I work for the state, but our pay ranges are ridiculously huge with major overlap. For example, our professional pay ranges start at Grade 5. The Grade 5 pay range is from $3,379/month all the way to $5,599/month. You have to make it all the way to Grade 10 before the minimum per month pay for that grade is higher than the maximum pay for Grade 5. Grade 10 is from 6,011/month to $14,218/month. I am personally at Grade 9, which starts at $5,466/month. So it is full possible that someone could be hired into a position with all the same duties and responsibilities of the position I have, AND be making less per month then someone whose job responsibilities are considered 4 grades down. (And maybe not the 4 grades down, but it would not surprise me if some person working in a Grade 6 position in the Med School were making more money than someone working in a Grade 9 position in a small department in the College of Arts and Sciences.)
So in that sense, I would not let the grade range worry you. Consider what YOU think is fair pay for the position you are hiring for? Ask for an average for what other people in that position in your current company are making. Does your HR department have a guideline? When I last worked in private industry, HR wanted us to bring everyone in at the mid-point of a pay range, unless we had a compelling reason to bring them in higher or lower. In my current position, we have a tool that lets me check the pay range for the same position within the University and within the College of Engineering, so that I can figure out what makes a good offer.
But at the same time, keep this in your back pocket. Know it, and know the information about what your current company tends to pay people in the position one step below yours, and use that next time you're doing a review, or when you think it's appropriate to ask for a raise. This is some of the data that will help make your case stronger.
As for your question about talking to the former co-worker about this position. Will bringing someone in require a full search? Would you be allowed to just offer her the position if she wanted it without an interview process? If you wanted to do a full search, would she be offended if you instead let her know the opportunity existed and invited her to apply, but with no guarantees? This is what I did in a similar position. I hired someone I knew last summer. I knew she would be great at the job, but we are a state agency and it's a union position, so I have to do a full search. I let her know about the position and invited her to apply, but was also very clear that while I could guarantee an interview, even as hiring manager, I could not guarantee her the position, as we have other people who serve on the interview committee with me, including a faculty member, and I cannot just ignore them. Now, she took the interview and killed it, and she was everyone's top choice. But I was clear going in that I could not guarantee the hire. But if you don't have to interview, and you can guarantee the hire, and you know this person is who you want, I would go ahead and tell her about it, asking if she is interested. If you can guarantee it, though, I'd still but a respond by date - you have to let me know you want it by 1 week from today, or I go into a full search. You're still welcome to apply then, but you will go through the complete process.
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Wisconsin Beth
Distinguished Associate
No, we don't walk away. But when we're holding on to something precious, we run.
Joined: Dec 20, 2010 11:59:36 GMT -5
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Post by Wisconsin Beth on Apr 26, 2019 13:24:36 GMT -5
I talked to my Captain today, about my manager's vacancy (for those keeping count, she left mid Oct. 2018) and he said that someone has been selected and it's now in City Hall's hands. We think 11 people interviewed and the panel liked 4 of them.
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Rukh O'Rorke
Senior Associate
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Post by Rukh O'Rorke on Apr 26, 2019 20:52:49 GMT -5
Hope they get someone soon, and someone good!
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Rukh O'Rorke
Senior Associate
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Post by Rukh O'Rorke on Apr 26, 2019 23:00:23 GMT -5
Rukh O'Rorke - Isn't this new role going to report to you? So shouldn't you be the one who determines what their pay is, regardless of what is available in the range? Granted, I work for the state, but our pay ranges are ridiculously huge with major overlap. For example, our professional pay ranges start at Grade 5. The Grade 5 pay range is from $3,379/month all the way to $5,599/month. You have to make it all the way to Grade 10 before the minimum per month pay for that grade is higher than the maximum pay for Grade 5. Grade 10 is from 6,011/month to $14,218/month. I am personally at Grade 9, which starts at $5,466/month. So it is full possible that someone could be hired into a position with all the same duties and responsibilities of the position I have, AND be making less per month then someone whose job responsibilities are considered 4 grades down. (And maybe not the 4 grades down, but it would not surprise me if some person working in a Grade 6 position in the Med School were making more money than someone working in a Grade 9 position in a small department in the College of Arts and Sciences.)
So in that sense, I would not let the grade range worry you. Consider what YOU think is fair pay for the position you are hiring for? Ask for an average for what other people in that position in your current company are making. Does your HR department have a guideline? When I last worked in private industry, HR wanted us to bring everyone in at the mid-point of a pay range, unless we had a compelling reason to bring them in higher or lower. In my current position, we have a tool that lets me check the pay range for the same position within the University and within the College of Engineering, so that I can figure out what makes a good offer.
But at the same time, keep this in your back pocket. Know it, and know the information about what your current company tends to pay people in the position one step below yours, and use that next time you're doing a review, or when you think it's appropriate to ask for a raise. This is some of the data that will help make your case stronger.
As for your question about talking to the former co-worker about this position. Will bringing someone in require a full search? Would you be allowed to just offer her the position if she wanted it without an interview process? If you wanted to do a full search, would she be offended if you instead let her know the opportunity existed and invited her to apply, but with no guarantees? This is what I did in a similar position. I hired someone I knew last summer. I knew she would be great at the job, but we are a state agency and it's a union position, so I have to do a full search. I let her know about the position and invited her to apply, but was also very clear that while I could guarantee an interview, even as hiring manager, I could not guarantee her the position, as we have other people who serve on the interview committee with me, including a faculty member, and I cannot just ignore them. Now, she took the interview and killed it, and she was everyone's top choice. But I was clear going in that I could not guarantee the hire. But if you don't have to interview, and you can guarantee the hire, and you know this person is who you want, I would go ahead and tell her about it, asking if she is interested. If you can guarantee it, though, I'd still but a respond by date - you have to let me know you want it by 1 week from today, or I go into a full search. You're still welcome to apply then, but you will go through the complete process. Ugh! just finished my work week! Yes - I will be heavily involved and they will report to me, my boss will also have a say of course and we must work within HR guidance before any offer. As this is a new position, it wasn't as cut and dried as just filling a vacancy. And as for me making those determinations, I was so severely underpaid for so long I do need to rely on outside markers. But I am completely thrilled about this. Shocked, but thrilled! This can only be to my advantage. Even if in some weird scenario a new broom takes my job and I get knocked a level down (do these things happen? idk!) - I can do that and keep my salary. If someone gets hired in at more than me at a level lower - then of course I am going for a salary adjustment discussion. I'm unsure if I do this right away, or wait till regular raises, or when and how and with whom?
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Rukh O'Rorke
Senior Associate
Joined: Jul 4, 2016 13:31:15 GMT -5
Posts: 10,018
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Post by Rukh O'Rorke on Apr 26, 2019 23:04:16 GMT -5
lol - but of course, it could all be a nonissue, depending on where it all goes....
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raeoflyte
Senior Associate
Joined: Feb 3, 2011 15:43:53 GMT -5
Posts: 14,711
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Post by raeoflyte on Apr 27, 2019 9:01:04 GMT -5
I got a new job. Internal, but leaving corporate. Long story short, someone called me about a position he was going to be hiring for. That led me to call someone else which led to a different position I'm taking.
I put in my notice yesterday. The new job hadn't been posted so I didn't have to tell my boss I was applying (not that I interviewed in this case, but talk about a shitty practice), but when she realized it was internal that seemed to throw a wrench in things.
Timing is bad for current position which I feel bad about, but I can't change that. I turned down another offer with the new team last year so as not to burn bridges. In that case I had even called boss and was honest about the offer because I felt like layoffs were imminent. They were certain we were solid, so I declined the offer but layoffs did hit the team. I don't blame boss for that at all, but I'm not going to miss this chance because of bad timing.
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