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?