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Hello dear peers,
Someone please guide me about the hierarchy at DXC.
4.1 professional - 1
4.2 professional - 2
5 Senior Professional / Associate Manager
Where does manager lie in this hierarchy .
Is it above level 5 and is it called level 6.
And what is the salary range for Manager position.
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I’d say you need to get an understanding of a few things and go to your direct leader instead of HR as they can often advocate for you if they’re strong. Based on the HR response (and it matters if it’s recruiting vs an HR generalist) they may just be trained to say no.
The other software engineer, is that individual in the same geo location, same experience level and background? It’s common for a 25% swing due to geo considerations. It’s also extremely bad form to know others comp. While it’s common for some generations to discuss it, bringing it back to HR or leadership is usually a way to lose friends and respect.
As an internal promotion is the 5% an internal cap? If so you need to focus on merit or an adjustment instead of tying an increase to a promotion. Otherwise you’re fighting to change policy, not your pay.
Is the market research that you’re doing reliable? I’ve worked with HR studies many times on compensation analysis and when we look at competitors through our consulting engagements it’s always 30% lower than salary.com, Glassdoor and the like. Not a lot of weight is given to publicly available sources since the details shown in an in depth analysis invalidates their data. And don’t forget they’re usually based on total compensation including benefits like stock match and 401K match which can artificially boost the numbers in ways that folks early in their career struggle to take advantage of.
Once you have all the data you need to decide if you’re willing to walk if you’re not treated fairly. Many companies assume you won’t and will abuse your loyalty. However if you have a competitive offer and they value you, your manager can move a lot of obstacles to keep you. It’s tricky because an old school leader won’t trust you after this, so you need to know your leadership team, the unwritten rules and traditions so you can navigate your argument successfully and drive the outcome you want.
I had the same situation. Got promoted and found out my male coworkers, that then became my direct reports, were earning more than me. I escalated it as a men vs women pay issue and got a small bump. I soon left the organization and returned a couple of years later and was able to negotiate a major increase. I now earn almost double what they earn.
I don't think that bringing up your coworker's salary is going to really have as much of an impact on them. It sounds like you already took all the right steps to try and get a raise and they're showing you that they don't value your work enough to pay you a fair wage. I'd frankly start looking elsewhere, and see if you can force their hand a little with getting another offer (or simply take the other offer if it's better pay)
I wouldn't name names but mentioning a $15k raise might elicit a match to your coworker.
I had to leave a job I loved for promotion and pay I'd earned but remained elusive. I traded things like unlimited PTO, but it was worth it. Did I mention that my pay jumped by 60%? Now, my former boss is retiring and the person they chose to assume his role continues to prove they can't hack it. Also found out they've been floating my name as his replacement.
I didn't leave until I had a new job. I didn't let my displeasure negatively impact my performance either. My former boss was SHOCKED when I gave notice.
Don't stay where you aren't valued.
Same thing happened to me. I was super happy at my job, WFH, nearly unlimited PTO although I never even took what was assigned to me, but the pay did not match increased cost of living, and also, no title bumps which are free and could at least help me step up my career.
I was not even looking for a new job, but a new one just showed up out of the blue with a 30% increase and a title bump, so I took it.
We'll see how this goes.
Either leave or coast. Ideally coast while job hunting. Your company has clearly indicated that they'd rather save money than keep you happy.
I agree with M1, but I will say I had a coworker who was promoted and offered a severely low “increase”, but then they showed HR a job posting for the same titled job in the same area (posted by our company of course) that stated the minimum salary was much higher than what they were offered. That got HR to give my coworker a bigger increase, at least to meet the minimum stated in the job posting. Are you able to find any postings for the same or similar jobs at your company that have the salary stated?
Ugh that’s annoying… I assume you don’t live in one of the states where it’s required. Well, like M1 said you’ve done everything you can and they’ve shown that they don’t value you as you should be. I’d keep trying but definitely start applying to other places in the meantime!
You are a senior software engineer? Keep your head down and be grateful you are still employed. If you lose your job, you will be in a world of hurt trying to find a new one.
You want to work for a company that can afford you.
Many companies simply can't afford salary increases. Also some high salaries were set when the job market was hotter and it's not hot right now. Change companies when the market is hot. Also, I've seen coworkers lose out on raises because they were already high, but those who got raises are still paid less.
Careful comparing yourself by title. The same engineering title may have vastly different skills and value.
The way to get a raise isn't to ask for it, it's to find a new company to work for. You're literally burning money if you work at the same place for more than 2 years.
Don't bother, it won't change anything. What you should do is start applying to higher paying jobs, try to actually land an offer at 40k more. Then you have leverage. You can tell your employer to match the salary or you are leaving. They will most likely let you leave, but that is all the evidence you need to prove leaving is the right choice.
The management doesnt allow employees to discuss about their pay in the first place. So bringing this up will just make life harder for yourself even if they raised your pay. You can discuss with manager to raise, but given their attitude towards this issue, they would have raise it to market rate before you even confront them, so after the first discussion, what about the nex time? If you enjoy the company benefits by left or right, then just accept it, else, move away to another company but ask the right salary this time
I mean take an honest look at yourself first. Get with a mentor in your life and see if he has anything that may help you be better? That's never a bad option regardless of the situation.
Also, is it fair to ask my manager, who manages multiple teams, for the salary range of the senior software engineers in my location and similar YOE so I can compare where I’m at? So that he’s not explicitly sharing the salary of another individual
I think this is a fair thing to do. In my opinion if you have a good manager, they would not have a problem sharing this kind of information with you. Also, I know you stated that your company doesn’t typically post salaries with job postings. Certain states do require this information to be posted so if your company has job positions in various parts of the country, then it’s worth looking at the states That require that information in the job posting to gather that information. 
Go to your manager, not HR. HR has no accountability for your contribution to the company nor for the impact and cost if you leave for greener pastures. Your boss and your boss's boss does. Always go to where the pain will be felt, and let them fight to keep you. HR only gets in the way.
Interview and leave. HR do not even have control with ur salary. Your skip can probably bring u retention package
Does HR manager your pay or does your supervisor?
What I read is:
* You were promoted
* You got a raise
Two things a lot of people don't get. Count your blessings. Prove yourself and come back next period with the evidence.
"makes $15k more"
No idea what industry or area you're in, but that's likely a 10% difference or less and not significant. Also, you don't know that person's history. I am very curious how you found out their comp, as that isn't your business. And how you determined "market value", as there are many variables to that. You implicitly evince that you were satisfied with your comp before finding out via whatever means someone else's. Worry about yourself not someone else.
If there are 5 or fewer SSEs in the cohort you describe, then no it is not advisable to ask, as that means that you will get individual information. I once saw such a sheet with categories, and one person was the only one with a role, so his comp was broadcast.
That’s great
HR isn’t there for you. They’re there for the organization. They aren’t going to care about a wage discrepancy.
Software engineers are all paid too much anyway