Conference 7.286::digital

	... is still "salary":  "Salary Range Interval"
				 -	-     -

The SRI of a position tells you salary potential.

    
    
    Thanks!  I had forgotten my Digitalese!
    
    Best regards,
    Kevin
    

    So in the JOBS_US book, SRI33 translates to
    what? Maximum salary of 33K for that position?
    Midrange of 33K fo that position? Or starting
    salary for that position?
    

    RE: .3
    SRI 33 has a minimum annual rate of 23,129.60 and a maximum rate of
    39,083.20.
    
    I  don't think the SRI number correlates to the salary range numbers.
    
     Bo

    SRI stands for Salary Range Indicator.  It's the same as the old
    "levels".  Of course, Personnel denies this.  How else would they
    justify the effort, money, and time that went into duplicating what
    we already had.
    
    Don't think the range number has a thing to do with the actual salary.
    Mine certainly doesn't.

Salary Range Indicators run from (I think!) 17 - 43. (I packed my personnel 
books last night since we move offices soon...)

SRI's each have a range for the salary and they overlap considerably. If 
one range was from 20k-33k, then the next range up might be from 26k-41k. 
(These are just examples, not actual ranges for anything) The large overlap 
allows people to be either high in their current range or eligible to look 
at a job with a lateral $$ move that is the next level up. For instance, an 
ops analyst making 28K would be high in the lower range mentioned above. 
They could then apply for a job as a sr. Ops analyst, the next range up, 
and be eligible for it based on a lateral transfer at 28K and now be low in 
the new range. 

Transfers are lateral within DEC (in my experiances as a manager) and these 
range overlaps allow someone to move up when they are ready for the new 
job.

    Vic H

     The old system, before the JEC Program, had "Levels" with corresponding
     salary ranges that were the same interval size regardless of the
     level.  The new "SRI's" increase in size of the interval as the SRI
     increases.

     The reason why they went to a new level system that doesn't logically
     start at 1 was that they didn't want people to make comparisons 
     between the old levels and the new levels, since they anticipated
     massive amounts of job reclassification.  I think the number of
     people actually reclassifed was relatively small, so making 
     comparisons between the old and new levels was pretty easy.

     -gary

    	We were also presented another use for these salary levels
    	in conjunction with PAY FOR PERFORMANCE.
    
    	We are supposedly positioned within our salary range based on
    	our performance rating.  The bulk of 1 performers are placed
    	at about 60-80th percentile of the salary range.  The 2 performers
    	are place at about 45-65 percentile.  The 3 performers are
    	placed at the lower to mid %-iles.  The 4's are at the bottom.
    
    	Your salary increase is based on what it takes to get you to
    	the percentile position warranted by your review.  Therefore
    	it might behoove you to skip a promotion and remain a 1 or a 2 
    	at your current position rather than be a 3 at the next higher
    	job category.  Or vice versa.
    
    	There is, of course the chance for perceived inequities in this.
    	Picture a 3 performer at the bottom of his percentile range in
    	his salary range.  And picture a 2 performer already at the 75th
    	percentile in his salary range.  At raise time, the 3 performer
    	has room to grow within the salary range and gets a modest 4.5%
    	raise.  The 2 performer is already ABOVE his target percentile 
    	range.  His manager tells him "Thanks, you've done a great job
    	for me, but you are already too high in your range and I can't
    	give you anything this year."  Of course, the rationale here is
    	that the 2 performer is currently overpaid.  If he wants more
    	money he should either work harder to be rated a 1, or work
    	for a promotion to give him a greater salary range.  But the 2
    	performer takes it as a slap in the face.  He decides that the
    	effort is not worth it.  He languishes into a 3 performer (forcing
    	himself into an even MORE overpaid position...)
    
    	Joe Oppelt

    Re .-1
    
    Well you have an incompetent manager then. If your manager rates you a
    1 he do should do what is necessary to get you paid to reflect that. If
    you're a 3 then he should rate you a 3 and explain that that's what you
    are being paid. Too many managers rate people a 1 when they don't
    deserve it in order to avoid explaining why they aren't super stars.
    
    Dave

    My apologies for interrupting this conferance, but after reading
    several of the replies, it seemed that the members of this conferance
    represent an excellent source of information and thus an opportunity
    for me to obtain some free advice.  I'm in field service and prior to
    the great upheaval I had given some thought to moving to another
    position where I could continue to make a contribution to Digital's
    success.  (Now I'm glad that I remained in Field Service). One of the
    problems that I observed while reviewing job opportunities was the
    difficulty in learning what the salary range was.   Another problem
    was trying to evaluate the skill level required in comparision with
    my current position of 240D Customer Service Representative
    ( previously T5F field service engineer).  My manager at the time
    suggested that I apply for all the positions that I was interested in
    and at that time I would be informed of the salary range and the skill
    set requirements.  This seems to be a somewhat backward methodology.
    Would any of you gentlemen be willing to share your expertise in
    how to discover the salary range and classification levels of positions
    within Digital so that if I survive the great purge then
    perchance??????.

    re: .11
    
    You should be able to get this information from your PSA.
    
    michael

    you can also get info about various positions from VTX.  i believe they
    have the standard job descriptions that have the 'generic' info about
    each job code. 
    
    I'm not sure if SRI data is there or not - the ranges are no big
    secret, though.

    RE .11:  As .-1 said, VTX has most of the information you need.  I
    believe most/all people have access to the Job Information System (JIS)
    by typing VTX JIS (or something similar) at the DCL prompt.  Also
    VTX_Jobs postings typically indicate SRI levels in the job
    descriptions.  You'd want to look for jobs in or near your SRI level.
    
    Your PSA can give you the salary ranges for the different SRI levels,
    or at least the levels at or near your present level.
    
    

One of my biggest disappointments with JEC is that the JIS vtx infobase was
supposed to list SRIs of positions so employees could look at job descriptions
with comparable salary ranges. This never happened.

sigh

    The reference to jobs by SRI in JOBS or other data bases was vetoed
    by personnel, so I'm told, because someone did not want employees to
    have the ability to look across job codes by SRI.

    	re .16
    
    	Why not?  What's the big deal?
    
    	Joe Oppelt

    PSA:==People Saying Aloha ???????

    Althought SRI is not in VTX JIS, there is data in the system which will
    help approximate the SRI.  If you look at the number of people, and/or 
    the budget that a person of that position is typically responsible for,
    you would find that all jobs with the same SRI have similar statements
    (one might say 1 million to 2 million, while the othe say 1 million to
    three million or something like that Dollars not people :-) ).
    
    The folks in personnel seem to believe that we mere mortals will not be
    able to discover what the SRI and therefore the salary range of a posi-
    tion is without going thru them.  Since most jobs are really posted for
    a range of levels (i.e.  I want a Project Specialist II, but would take
    a good Project Specialist I and/or a Project Specialist III who is low
    is the salary scale to perform the assignment I have posted), not posting
    SRI means the manager can offer you a position at or below your current
    SRI and scale the offering to you rather than to the job to be done. 
    It becomes your responsibility to ascertain if you want to accept what
    was offered or push the manager to improve the offer.  You need to know
    what your worth to the manager and what your competing against to nego-
    tiate properly.  By withholding information from you, personnel assists
    the manager and that is who they are paid to help.
    
    The idea of moving from one carrer path to another, often means changing
    expectations about salary and skills.  By listing SRI directly, person-
    nel fears that most people would only look at the moves which were lat-
    eral or increased the range on the high side.  It is not uncommon when
    changing career paths to have to accept less salary temporarily in an
    attempt to increase your salary in the future (i.e. start at the lowest
    level of a group of related jobs and move up to higher paying positions
    as you acquire specific skills associated with that job).  If you know
    the SRI, you might reject a rewarding career unless you can enter it at
    or above your current level.  
    

RE: .12, .13

I'm not sure that everyone can get this information from their PSAs.
Here at FXO we are told by the PSAs "We can't give you that 
information.  You'll have to get it from your manager." 

    What I'll do to find out an SRI level of a job is to go into VTX_Jobs
    then do a search by that job title.  Usually most of them have the SRI
    listed there, near the end of the job description.  It's a quick way to
    bypass the VTX JIS problem of not having SRIs there.
    
    According to something I read, the reason for not having SRIs in JIS is
    that a person's emphasis should be on the job CONTENT, not level.  Of
    course, that's easy if you're targeting one or two jobs, but it's a
    real pain when you're looking for career paths.  Oh well.