{ "media_type": "text", "post_content": "What's this BS with compensation being confidential? If you pay people fairly, there no reason to hide it. Transparency creates competition. Competition is good. ", "post_id": "59717901c771c60016add8c4", "reply_count": 31, "vote_count": 41, "bowl_id": "564a5cdb94887803001dd07c", "bowl_name": "Accounting" }

What's this BS with compensation being confidential? If you pay people fairly, there no reason to hide it. Transparency creates competition. Competition is good.

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Knowing that information does NOTHING but cause problems because most folks don't understand why there's a difference in pay between 2 people in exactly the same position. There's a reason all levels in B4 have pay bands at the time of hiring. The biggest reason is your response to the interviewing question: "what are your salary/comp requirements?" Just for discussion, let's say your answer was $100. If $100 falls within the pay band of the role you're interviewing for, fine. The next hire answers "$110", which is also within the band. There are now 2 new hires, same role, different salaries. FYI, those pay bands can be anywhere from $10k to $15k, depending on the level. Over time, ratings and performance bonuses can lead to much larger differences in pay, and knowing that information - without knowing the details behind it - will cause nothing but conflict. Your comp is personal and private information...and should stay that way.

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I think each Firm should provide salary ranges by rank in each office. E.g., "Audit Staff 1s in Boston range between $50 and $58k; Staff 2 between 52k and 63k" etc. (I am making up numbers here just as an example). This will give everyone at each rank a clear view of where they stand "in their class/rank/service line". There's really no way of defending why this information is kept secretive. Rather than create animosity it will create healthy competition where those being paid less will be pushed to improve performance/ratings to get a " catchup" next year.

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Totally agree. In this day and age, with Glassdoor and fishbowl and the general transparency culture of the under-30 crowd, they're fooling themselves if they think our compensation will stay confidential.

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I mean the issue becomes that this way they can continue to underpay people. It's a tactic that all employers use.

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Let's be honest not all people at the same level deserve the same salary. Giving specifics does no good which is why ranges are provided and you can see where you fall and what you are working towards. I don't seen how knowing Susie's salary to the penny does anything except cause problems and resentment without having all the information.

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It's actually illegal to make people keep it confidential.

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Ok... compensation being kept confidential isn't something specific to PA.

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Nah salaries should be disclosed, even if you just list salaries with no names

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Talk to everyone you’re comfortable to about salary. Knowledge is power. Not discussing only benefits the firm.

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PwC 3, seems to work just fine in the public sector.

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Yeah I appreciate all the HR homebodies with their home grown responses for driving an illegal or at best grey area practice of confidentiality to keep competition in salary prices down. Thanks 1% wanna bes

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Here is my reasoning: if I know that Jimmy making his charge hour goal landed him a double raise, be assured I'll meet my goal... Or I get to choose to keep the status quo, if I believe is not worth it. If it's clear that better reviews equal a better pay, I will fight for that. If Sandy's D cup landed her a promotion, maybe I'll invest in upgrading mine. Transparency means things are fair. We are adults. We can understand that Jhonny, coming from Deloitte, could negotiate 5k more because of the big 4 experience and my BDO experience may be worth less. Assuming that I'll get mad at my coworkers for making more is stupid. But showing me what I need to do to make more through a real world example (see Jhonny), that makes sense.

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OP, which firm told you to be confidential?

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I agree with your reasoning but haven't seen it work out that way. People get emotional and it causes problems.

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I feel like you can fairly predict salaries +/- maybe a few thousand here and there for performance and COL for a decent amount of years and levels into PA.

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@EY 1, that's because they generally get paid shit and the raises are determined independent of performance...there's such a disconnect between pay and performance that it's not personal. I had a guy at the same level that was paid significantly more and performed lower complain when he found out I got my masters paid for and he didn't. PwC 3 is right about it causing problems.

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You don't have to keep it confidential - and I generally have seen high performers share with other high performers of different levels. The trick is - you're asking for trouble if you start comparing and sharing too much - not from "the man" - but just from good old fashioned jealousy and envy from yourself and your peers

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^. And talk to your friends in other firms about salaries and benefits.

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It's been a proven tactic to try and act like compensation is personal and should not be shared. It helps no one but the employer. Asymmetric information. The employer has the advantage. Compensation should be shared for negotiations.

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You guys need to stop complaining and just ask at coworkers if you're curious. The company, like all others, have no obligation to give that information out. It will not create healthy competition because at the end of the day it's business politics and the people who are getting paid the more don't always deserve it. And that's life.

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And it causes problems for you, not just management.

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