Conference 7.286::digital

    Time for the injured martyr approach. Go find a nice quiet corner,
    and bang your head against the wall.
    
    Once you've done that, write out the full history. Sleep on it
    and rewrite it next day ...
    
    Then on with the plaintive expression. Advise your manager that you
    think you have been unduly short-changed, and could he help you
    in discussing this with personnel - or to put it another way, crawl.
    
    But, do get him/her on your side. Then you are in with a chance.
    Despite all the nice talk about OPD etc etc , its the only way ..
    
    Mike Day
    

    re .0
    
    Off the top of my head, I can't figure out how you got saddled with 
    four extra months. Three I could explain. 
    
    If July,89 was 12 months from your previous raise, not only did you
    fall victim to the six month freeze but you also fell victim to the
    15 month average interval edict. However, that alone would place you
    in April. Either there's a fudge factor in there or your management
    is stretching people out to make the 80% participation edict.
    
    Bob Mc

    Bob,
    
    What's the 80% percipitation factor you are refering to?
    
    nancy

    Additional questions:
    
    Is there suppose to be a correlation at all between performance reviews
    and 15 month salary reviews? On my last review (July) I got a 2. Can
    they delay people 15 months with a 2 rating? I thought that was for 3
    or below. Can they give a person 2 15 month reviews in a row?
    
    nancy

There is a process that you can use to contest your JEC classification. 
(I don't believe it is too late.)  See your personnel consultant.

Slipping a review until May doesn't impact participation, but it impacts an
organization's average review time, (19 months 13 + 6) in my organization.

As far as the two long review cycles, there is no policy against that.

It sounds like you have some real issues that you should be discussing with your
management.  I would use the open door policy.  If you think that using the open
door policy will do you harm, it is time to look for a new job.

    Most people (80%) will have had 1 raise in salary over 18 months - 12
    months + 6 month delay.
    
    I recently listened to a Salary Planning session recently and this is
    what was stated:
    
      o  80% will receive a raise (percentage of increase to be small)
      o  Individual performance and position on the salary range will
         determine salary raise frequency/increase
      o  Group equity enters the picture - this is the most confusing
         and arguable part of the entire salary picture.
    
    Performance remains the #1 criteria.
    
    Talk to your boss about this ....Talk to your personnel consultant
    about the process.

    Seems like your situation is complicated.
    
    Your process related assumptions are invalid.  You don't have
    to get a salary review every year.  But it is generally accepted
    that you get a performance review every year (although that is
    also not necessary).  It will be really good if you talk to your
    Personnel Consultant (above PSA) for process related issues.
    
    Who gets raise it not as simple as you put it.  It is basically
    a factor of your performance and your position in your salary
    range.  And there is lot of play in the salary planning system.
    
    Technically JEC reevaluation deadline has passed.  It will be
    probably be easier for your management to reclassify via a 
    promotion if they and you can justify it.
    
    It also seems that there are some strange things occuring in 
    your process.  Why does your ELF 2 entry show you as working in
    PKO?  Is there something like you went to NH on a loan or is it 
    that ELF 2 is not updated?  Depending on your agreements with 
    the group they could ask you to move back.  It seem unclear from
    the information you have provided about this aspect of your
    problems what your options could be though.
    
    As mentioned before you need to talk more with your personnel
    consultant and then your group.  Ask them to explain to you
    how performance reviews are done, how salary actions are planned,
    how they are related etc.                        

    As far as the average for the corporation your review salary review in
    May sounds about right.
    
    As others have indicated I strongly suggest you sit down with your
    manager and get him to explain how the salary system works (make him
    get personnel involved if he gives you any bullshit about not being
    able to tell you).
    
    I suggest that you don't use the ODP, that's the best way that I know
    of to really screw yourself.
    
    The bottom line is that your manager has placed you at a particular
    position in your range. If you disagree with that you work out a
    mutually agreeable change WITH YOUR MANAGER or you quit your job and go
    work somewhere else, you'll only cause yourself uneccessary heartache
    and pain if you try the ODP to get it changed. Because let's admit it
    when it finally comes down to it your salary is decided by your manager
    and that is one of the things the company expects a manager to do.
    As far as the 22 months since last salary review is concerned that is not
    unusual this year.
    
    Good luck and I hope it is just that your manager has overlooked
    something in your performance.
    
    Dave

    .0 -- from your description, you are being treated within the scope
    of the new guidelines.  Plenty of us rated as 2's are looking at
    18-21 months and then a lousy raise.  Basically, the good old days
    are over.  Just be glad you're not in the 20% who get nothing.
    
    On the forced relocation to Mass, there isn't really anything you
    can do except start looking for another job.  My condolences.

    Sorry, I was out yesterday and I only get into this file once
    a day.
    
    If it hasn't been made clear by the previous responses, salary and
    performance reviews need not coincide. In fact, personnel would
    prefer that they didn't. When they began with the 13month interval,
    they told us that we should keep to the 12 month performance review.
    I think that they knew that we would go to the 15 month interval in
    the following year. Performance reviews vary widely between groups
    in format and application. It seems like the local personnel/Sr
    manager can make a lot of changes to content/procedure, as long as
    they don't 'violate' corporate 'guidelines'.
    
    Bob Mc