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Hi Everyone !!!
This June I completed my 9 months at Career Level 12 and Sub Level 3 I.e, CL 12.3 at Accenture Operations. My Annual Talent Discussion and One-on-One with People Lead is complete as of last week.
I have 3 questions now :
1. When can I expect to move to 12.2 ?
2. What is the general hike I can expect ? And when it is reflected ?
3. When will be the variable pay will be paid out ?
Can anyone here help me with this performance cycle part ? I am really confused.
Accenture
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BNY Mellon technology specific questions -
#0 How much max salary for grade K ?
#1 How long does it take to promote in bny from grade K to L ?
#2 Any specific criteria for promotion? Expr , certification etc...?
#3 How much % hike to expect post promotion ?
Skills- Java, microservices,react, cloud
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I think you need to find the people you want to work with and see what motivates them. Everyone wants to get paid fairly, but we are all motivated by other things as well. Hourly can work for some, salary or retainers can work for others. Flexibility might be really important too.
I think some would consider a pay cut if there were other benefits but not all. I still think overall the biggest motivator is pay though.
I'm in my first full-time job as a journalist and I'm liking the salary structure because it means that I can work when I want to. They've made it clear, of course they want to see me in the office at least a couple times a week, but at the end of the day as long as I'm getting my stories in they're really not too worried about it.
Hi -
Thanks for asking for opinions - a step in the right direction.
Personally, I prefer salary - only because I don't have to worry about a pesky time clock or "punching in/out". I'm an adult, hopefully working for an adult company and they value my overall work over the time I put in. You can put in 90 million hours of work time, but if you're doing things wrong, what does it matter?
As long as the check doesn't bounce and people are treated with respect, that works for me. If the company does great one quarter or during a time frame and you wish to express gratitude, bonus cash and or other monetary gestures of gratitude are welcomed. Anything else (ala, parties, food/pizza, beer - while ok - doesn't work when paying bills and trying to live.)
As for a WFH paycut ... nope. Why should those WFHing be penalized? If the work is quality, delivered on time, and the company & clients benefit from it - what's the problem? To me, pay cutting WFH peeps is a new way to discriminate. You're paying for their skills and delivery, not their perhaps preferred method of work.
With all this said, I wish your start-up success & hopefully it's prosperous for all involved.
Good luck.
Are in looking for internships in trying to know more about the field. Also I'm doing a digital marketing course by Google in case you want to know.
I’d be interested in learning more about your open roles- trying to find passion in my work and I know a smaller scale operation would be very fulfilling to me
What kind of people are you looking to attract by cutting pay just to WFH? I feel this may disadvantage parents (mostly women) the most, who are hungry to work but need flexibility at home. By cutting pay, you are attracting people who just clock in and clock out and are already demotivated in the first place. If you value the employee and want their talent to help you succeed, pay them. Consider hybrid, meet them in the middle.