Why You Can't Rely On A Performance Plan For Your Salary
| Career : Salary If you have a performance plan for your job that you need to hit, and certain levels of performance against it are supposed to guarantee different pay and bonus levels, don't rely on it. That's because the targets on there, although in theory SMART, are always open to interpretation, because if you have to exceed a target, how do you work out exactly what exceeding it is - is it in time, profit made or what? Many projects of course are also inherently unforeseeable upfront and difficult to estimate. The biggest problem is equality of performance plan. Imagine one person is doing senior admin on a certain salary, someone in a different area of the company completely is doing a junior project management role. How is the company able to work out what is a fair performance plan for that salary across two such radically different jobs, that may have very different metrics? The answer of course, is that it can't. The other thing with performance plans in these larger companies in the main is that there is no such thing as a salary discussion, you pretty much just get told what your pay increase will be, regardless of how you perform against plan. Therefore if you are not happy with the pay increase offered to you, then you need to raise it at the appraisal meeting, and actively state you are not happy with the offer on the table, and state your case. If they plead their hands are tied, ask them to go back further up the chain and make a specific request.
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