How does your organisation approach wage adjustments for employees who take on additional responsibilities or new roles? Do you have a formal process for evaluating these changes, and how do you communicate them to ensure fairness and transparency?

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We need a process, but don't really have one. It's sort of a case by case basis and requires the manager to take the lead on that. Some managers are better than others at advocating for their employees, as well.

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Bu taking the time to do it case by case it probably makes it more fair, they could be more lenient on people that deserve it most rather then people that think they're doing extra work when really it's just partner their work load.

Once the changes are formally documented, it is then decided what is warranted. It could be a salary adjustment, promotion, or just something temporary. Everything needs to be reviewed by HR and leadership. Also, all of this depends on what exactly has been taken on.

My experience that each company in high tech is different. Some will wait if it's close to merit/adjustment time. Some budgets can accommodate a spot bonus.

It really depends on the role, the scope of responsibility, and whether it justifies an increase. Ultimately, it’s up to the company.

Hello,

We use current and past KPI's, attitude, attendance, etc., as ways to measure whether said team member is warranted a wage increase.

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