redfathom Posted July 31, 2008 Posted July 31, 2008 I am the EA for the CEO, COO and CFO. I supervise the receptionist. Two months ago we got our annual review's. Both me and the receptionist scored a "3", I now, nothing too great. However, she got a 10% pay increase and I got a 4% pay increase. Today we got our quarterly bonuses, she got a 2% bonus and I got a 1.25% bonus, again we both scored the same. Yesterday the COO asked me what she could do to score a "4" and I replied back that she needs to keep the office more organized and clean and that she needs to double check her work and pay attention to details. I asked if he agreed and he said he could not answer that because he does not work with her. The funny thing is that my annual review and bonus review both said that I needed to pay better attention to the offices and make sure it was cleaner and more organized. This is one of her primary tasks of which I supervise. Yet, I am the one getting the low pay increase and bonus because of this item, while she get's an awesome pay increse and full bonus amount. So I get introuble for a job that is primarily her responsability and she get's rewarded. How should I address this? Thanks.
daisypicker Posted August 28, 2008 Posted August 28, 2008 I think that the pay difference before the raise is a factor here. Perhaps she got a 10% raise because she was underpayed before. You got a 4% raise because you were already getting paid an appropriate amount for your position.
Trialbyfire Posted August 28, 2008 Posted August 28, 2008 Yesterday the COO asked me what she could do to score a "4" and I replied back that she needs to keep the office more organized and clean and that she needs to double check her work and pay attention to details. I asked if he agreed and he said he could not answer that because he does not work with her. The funny thing is that my annual review and bonus review both said that I needed to pay better attention to the offices and make sure it was cleaner and more organized. This is one of her primary tasks of which I supervise. Yet, I am the one getting the low pay increase and bonus because of this item, while she get's an awesome pay increse and full bonus amount. So I get introuble for a job that is primarily her responsability and she get's rewarded. How should I address this? Thanks. Did you mention this to him, that your bonuses and increases were directly affected by her performance? Does he know she's responsible for these tasks under you of which you've been docked for this? Sometimes clarification helps especially since your boss has addressed her low rating with you. My question is, what prompted him to question her rating with you?
sunshinegirl Posted August 31, 2008 Posted August 31, 2008 Could be lots of factors. I wonder if those who rated you both felt that you, as her supervisor, were partly responsible for her performance and therefore docked you? It is also possible they were correcting for previously underpaying her. Did the same people rate you both? I would say it is probably worth a conversation. However, be careful not to come across as whiny or complaining about her compensation. Frame it more as wanting to understand management's thinking on the differences in compensation between you (what were the drivers, what were they looking at when they decided to give you different raises even though your numeric scores were the same, etc). Portray yourself as the go-getter who wants to improve and therefore get a similar raise/bonus next year - be careful about criticizing the receptionist too much, else you may get it thrown back at you: e.g. if you manage her, they might wonder why you didn't do more to coach/advise/help her improve.
Mr. Lucky Posted August 31, 2008 Posted August 31, 2008 However, she got a 10% pay increase and I got a 4% pay increase. Today we got our quarterly bonuses, she got a 2% bonus and I got a 1.25% bonus, again we both scored the same. How do you know what her pay increase and bonun amounts were? Who conducts her review? Mr. Lucky
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