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31-03-2014, 07:03 PM
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Senior Member
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Join Date: Oct 2013
Posts: 50
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jumped ship late last october for 18% increment from previous...
salary adjustment @ 5% on march...
take that if you will....obviously am peanuts compared to all the 'elites' here....but at least it's honest information..
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01-04-2014, 11:57 AM
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Super Member
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Join Date: Feb 2013
Posts: 109
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Quote:
Originally Posted by aplover
honesty is good enough.
usually jumping ship and getting 10-20% increment is the average. I really wouldn't recommend jumping for anything lesser unless there are other strong push factors.
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I don't mean to be pedantic, but there should be a distinction between "pay increase due to jumping ship" and "annual pay increase due to remaining in the same workplace" (a.k.a "increment").
Consequentially, the difference is that "increment" of 20% is very high (at least in my industry) whereas and increase of ~20% should be a reasonable figure to attract the average person changing jobs to make the move.
Basically my increments have ranged from 2% to 8%. An early post by someone who had gone through job rotations in the same company for 7 years and received such high increments is really a great deal imo.
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01-04-2014, 09:28 PM
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Just went to an interview with a medical laser clinic and offered a job that pays up to 26k a month which is more than double the 12 k I am getting now but longer working hrs. I am a GP locum now my rate about 86 per hr and the new job 100 per hr but good commisions of up to 300 bucks extra a day...sooo happy...
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08-04-2014, 09:51 PM
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I'm currently on an annual average of 16 months salary (including VB + AWS). My new job offer (a contract position) does not pay any VB, so I asked for a 25% annual package increment.
The recruiter computed the new monthly salary using the formula (16 months + 25% increment) / 12, and told me this will result in a 50% monthly salary increment, which is way off the market rate. He advised me to accept a lower amount.
Is he trying to ******** me? Or my expected package is really off the mark?
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09-04-2014, 09:33 AM
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Super Member
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Join Date: Feb 2013
Posts: 109
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Quote:
Originally Posted by Unregistered
I'm currently on an annual average of 16 months salary (including VB + AWS). My new job offer (a contract position) does not pay any VB, so I asked for a 25% annual package increment.
The recruiter computed the new monthly salary using the formula (16 months + 25% increment) / 12, and told me this will result in a 50% monthly salary increment, which is way off the market rate. He advised me to accept a lower amount.
Is he trying to ******** me? Or my expected package is really off the mark?
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"Way off the market rate" or not, we have no way to help you figure out unless you can at least reveal what industry, role/function, responsibilities, and your current monthly salary you are talking about.
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15-07-2014, 02:23 PM
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Is it the norm for annual increment to be based on a system of percentages with the same percentages applied across all salary bands? In my organisation, those in the same performance grade (e.g. C) are given the same percentage increase (e.g. 3%) regardless of how high or how low their salary is. This does not seem like a good system as it disadvantages those who are more junior or earning less. For example, a C performer getting $5k will get an increment of $150 but a C performer getting $10k will get much more in absolute amount, i.e. $300 increment. Any HR practitioners or those familiar with HR practices care to comment?
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22-07-2014, 11:19 AM
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Quote:
Originally Posted by Unregistered
Is it the norm for annual increment to be based on a system of percentages with the same percentages applied across all salary bands? In my organisation, those in the same performance grade (e.g. C) are given the same percentage increase (e.g. 3%) regardless of how high or how low their salary is. This does not seem like a good system as it disadvantages those who are more junior or earning less. For example, a C performer getting $5k will get an increment of $150 but a C performer getting $10k will get much more in absolute amount, i.e. $300 increment. Any HR practitioners or those familiar with HR practices care to comment?
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Yes, usually it is based on a system of percentage. But bear in mind that the responsibilities of a manager getting 10k is much more than a clerk getting 5k. So a manager will have to perform more than a clerk in order to get the same performance grade.
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25-07-2014, 06:23 PM
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Miserable, HR said it is 1.99% increment. But less 5 cents. It should be 1.989%....
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26-07-2014, 02:27 AM
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I have been working for 10 years after degree from nus.
earn meagre $5100.
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