namelesstavern.net

So I need a little assistance in building up my reasoning on asking for a raise. Cliff notes of my current situation:
Started with company 5 yrs ago in Louisiana. After 2 years got promoted into another department (HR to Safety) and was a manager for 2 yrs. Negotiated a return to south florida and transfered to another division keeping my same salary and benifits for what was essentially an entry level position. After about 1 yr here the 2 guys I worked with leave and I take up the slack until we hired 2 more guys. Then the VP of chartering (who was our boss) leaves and I get asked by the President of the company to "take over" chartering for the company. So now I basically run the chartering department of our company and was wondering:

1. how long should I wait before asking for raise
2. how much should I ask for
3. what justification should I use

Thanks in advance for your assistance!

Just run in screaming while swinging a gun around wildly firing bullets into the walls/ceilings etc.

Just say what you said in your post... sounds like a good reason for a raise to me. I don't know about your job performance, but it sounds like you definitely took on more job responsibility.

Taking on more responsibility doesn't always equal more money.

Sadly.

You could alwasy tell him to pay you what he paid the VP or to hire a VP to do the job and let you get back to what you were doing.

True, but it can't hurt to ask. It seems justified to me.

How do I find out what the VP was making? Anyone know how to hack into oracle?

Set realistic goals.

Discuss your goals and how you can reach them with your supervisor.
This can be the hardest thing, but as long as both you and your supervisor understand your goals there will be no confusion and that is key.

The salary the guy before you made matters little.

Leverage is everything. Go into the situation with a plan and stick to it. Look at it from their point of view. Make sure to stress areas where both you and the employer benefit.

^^

Gidan wrote:You could alwasy tell him to pay you what he paid the VP or to hire a VP to do the job and let you get back to what you were doing.

That statement is entirely motivated by self interest. A promotion is given to someone who best suits the company's needs, not their own. I would approach it in a way where you show them that promoting a 5 year experienced employee with a loyal background with the company should have the opportunity to earn the spot he has already proven efficient at to increase the company's productivity vs someone who isn't already in the swing of things who will guarantee slow down efficiency at the very least for a while. When it boils down to it, all they care about is numbers. That statement will get you in the same spot in the company forever or eventual downsizing.

I would consider how much I'd like to make based on my current salary, experience, duration of employment, relationships with co-workers/employees and what I feel confident I bring to the company. Then I would propose that (probably typed) to the person who would be deciding yes or no.

I'm having a hard time comparing my salary lately but bear in mind many do not pay based on other employees. Ask for what you deserve, based on all of the above things. respectfully, with appreciation and loyalty to the co..but with confidence that you're an asset and that they want you.

araby wrote:I would consider how much I'd like to make based on my current salary, experience, duration of employment, relationships with co-workers/employees and what I feel confident I bring to the company. Then I would propose that (probably typed) to the person who would be deciding yes or no.

I'm having a hard time comparing my salary lately but bear in mind many do not pay based on other employees. Ask for what you deserve, based on all of the above things. respectfully, with appreciation and loyalty to the co..but with confidence that you're an asset and that they want you.

I do not agree. A person who knows what they want and then discusses how they can reach it will have much more success. It is not the employer's job to set goals. It is the employer's job to allow you to reach them.

Naethyn wrote:

araby wrote:I would consider how much I'd like to make based on my current salary, experience, duration of employment, relationships with co-workers/employees and what I feel confident I bring to the company. Then I would propose that (probably typed) to the person who would be deciding yes or no.

I'm having a hard time comparing my salary lately but bear in mind many do not pay based on other employees. Ask for what you deserve, based on all of the above things. respectfully, with appreciation and loyalty to the co..but with confidence that you're an asset and that they want you.

I do not agree. A person who knows what they want and then discusses how they can reach it will have much more success. It is not the employer's job to set goals. It is the employer's job to allow you to reach them.

fair enough, we disagree. it works for me though so that's why I posted it =)