WWYD? DH's pay range

[covergirl82]

I've mentioned before that I'm a compensation analyst.  I see pay ranges for all jobs at my company.  I mentioned recently that DH accepted a job for a director of finance job at my company, so I am able to see the range for his job.  We are working through making sure all of our jobs are market priced and pay ranges reviewed, as we upload new ranges in August.  I filtered the master spreadsheet (where we enter all updated ranges) by any jobs with ranges that weren't updated back in 2018, and his new job is one of those (I'm assuming because it was vacant at the time).  I think the range is low compared to other finance directors in the organization (and part of that could be because the range wasn't reviewed last year), and the range min and max are not in alignment with changes we made last year.  (His range max is only midpoint plus 20%, whereas we changed professional and leadership ranges last year to have a max that is midpoint plus 25%.)

I typically don't market price director jobs - my director and one other person on our team do that.  They haven't been thorough in reviewing director level jobs (because they need to be reviewed one by one) due to the time it takes to go through all of them, so I assume they just didn't bother with reviewing any vacant director jobs last year.

Obviously I have a personal interest in the pay range of his job being reviewed, but I don't feel it's right to just let it go, when the pay range is out of alignment and probably out of date (our practice is to market price pay each year).  What I'm hoping for is advice on 1) if I should approach my director about this (that DH's range is out of alignment and hasn't been reviewed in over a year) and if so, 2) how I should broach the subject.

TIA!

[waverly]

I am a scardy cat, so I wouldn't approach anyone about his pay specifically. It was on him to negotiate at the time of the job offer if he thought it was low, and you are not the one that reviews them anyway.

You might at some point in time be able to send out a reminder to review director level comp for all directors if that is something you typically do.

[sdlaura]

That's a tough one. Has he already accepted at the lower range, or are they still negotiating comp? If still negotiating, I would have him ask the person hiring him if his range is on par with other directors. That would be a normal question even if you hadn't provided any info to him.

[madringal]

I guess I am just super impressed that as a compensation analyst that you didn't immediately abuse your power and confirm that his salary was within range when he got his offer. Because, well, I wouldn't have had that kind of self control...

[mommyatty]

I would tread very carefully on this. But maybe you could recommend that they start prioritizing their updates/work based on jobs that are out on the street or with whom they are negotiating salary? I think that’s more natural and less risky than saying “I think you’re low-balling my husband. Can you look into it?”

[livinitup]

May 2, 2019 12:04:02 GMT -5 covergirl82 said:

I've mentioned before that I'm a compensation analyst.  I see pay ranges for all jobs at my company.  I mentioned recently that DH accepted a job for a director of finance job at my company, so I am able to see the range for his job.  We are working through making sure all of our jobs are market priced and pay ranges reviewed, as we upload new ranges in August.  I filtered the master spreadsheet (where we enter all updated ranges) by any jobs with ranges that weren't updated back in 2018, and his new job is one of those (I'm assuming because it was vacant at the time).  I think the range is low compared to other finance directors in the organization (and part of that could be because the range wasn't reviewed last year), and the range min and max are not in alignment with changes we made last year.  (His range max is only midpoint plus 20%, whereas we changed professional and leadership ranges last year to have a max that is midpoint plus 25%.)

I typically don't market price director jobs - my director and one other person on our team do that.  They haven't been thorough in reviewing director level jobs (because they need to be reviewed one by one) due to the time it takes to go through all of them, so I assume they just didn't bother with reviewing any vacant director jobs last year.

Obviously I have a personal interest in the pay range of his job being reviewed, but I don't feel it's right to just let it go, when the pay range is out of alignment and probably out of date (our practice is to market price pay each year).  What I'm hoping for is advice on 1) if I should approach my director about this (that DH's range is out of alignment and hasn't been reviewed in over a year) and if so, 2) how I should broach the subject.

TIA!

You said you are working through making sure all jobs are market rate. It sounds like this was a normal thing you do for your job. So, what do you do when you usually find a discrepancy like this?

At my job, some leadership idiot screams “Whoo Hoo we saved a buck on the back of some sucker” ... which is why we have awful retention and loose good people to competitors for chump change and are bleeding profits. Sounds like your place actually WANTS to price people fairly and well and has specific measures to achieve that. Sure, things get missed (of course) but they also sound like there is some expectations to catch gaps and correct them. Can you just use normal channels to correct it ?

[ECB]

May 2, 2019 19:39:35 GMT -5 livinitup said:

May 2, 2019 12:04:02 GMT -5 covergirl82 said:

I've mentioned before that I'm a compensation analyst.  I see pay ranges for all jobs at my company.  I mentioned recently that DH accepted a job for a director of finance job at my company, so I am able to see the range for his job.  We are working through making sure all of our jobs are market priced and pay ranges reviewed, as we upload new ranges in August.  I filtered the master spreadsheet (where we enter all updated ranges) by any jobs with ranges that weren't updated back in 2018, and his new job is one of those (I'm assuming because it was vacant at the time).  I think the range is low compared to other finance directors in the organization (and part of that could be because the range wasn't reviewed last year), and the range min and max are not in alignment with changes we made last year.  (His range max is only midpoint plus 20%, whereas we changed professional and leadership ranges last year to have a max that is midpoint plus 25%.)

I typically don't market price director jobs - my director and one other person on our team do that.  They haven't been thorough in reviewing director level jobs (because they need to be reviewed one by one) due to the time it takes to go through all of them, so I assume they just didn't bother with reviewing any vacant director jobs last year.

Obviously I have a personal interest in the pay range of his job being reviewed, but I don't feel it's right to just let it go, when the pay range is out of alignment and probably out of date (our practice is to market price pay each year).  What I'm hoping for is advice on 1) if I should approach my director about this (that DH's range is out of alignment and hasn't been reviewed in over a year) and if so, 2) how I should broach the subject.

TIA!

You said you are working through making sure all jobs are market rate. It sounds like this was a normal thing you do for your job. So, what do you do when you usually find a discrepancy like this?

At my job, some leadership idiot screams “Whoo Hoo we saved a buck on the back of some sucker” ... which is why we have awful retention and loose good people to competitors for chump change and are bleeding profits. Sounds like your place actually WANTS to price people fairly and well and has specific measures to achieve that. Sure, things get missed (of course) but they also sound like there is some expectations to catch gaps and correct them. Can you just use normal channels to correct it ?

This!  And within this, can you say that you've found positions that were vacant that weren't updated but you know the company is looking to fill some of those vacancies? 

[covergirl82]

To clarify, offer is already accepted. DH knew he was very well paid at the company he's leaving and would most likely need to take a pay cut even to move to a director level position.

livinitup, ECB, I think what I'm going to do in my next one-on-one with my manager (should be next week) is bring up that I noticed that we have some jobs that haven't been reviewed in over a year and maybe as a team we need to focus on those (whoever is responsible for the job(s) based on client group). If that doesn't result in getting DH's job's pay range reviewed without coming out directly and asking about it, I have worked with my director for almost 10 years, and he knows I'm the kind of person that wants to do what's right and I'm not underhanded, so I may just bring it up to him, with the acknowledgement that I obviously have a personal stake in it, but at the same time, it's out of alignment with our compensation practices and warrants a review based on that.

[2chatter]

Your solution is what I could not put into words as it’s so relationship based. Sounds perfect to me.