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  #11  
Old 01-04-2018, 09:55 PM
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You may get a prorated increase. Depends on the company.
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  #12  
Old 01-04-2018, 10:01 PM
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I'm sure this will vary by company*, but I did get a raise at the end of the calendar year of the year I was hired. The bonus and the raise were prorated based on the amount of time I had spent there.
I wouldn't expect anything until March/April, as that is usually when bonuses are paid out and raises are made effective. My guess is that it is easier for HR to administer all raises and bonuses simultaneously,rather than tracking timelines for individual employees.
This is likely the first meeting for that process. Generally your direct manager will rate you, then your director will receive both the manager's eval and your self-eval. They may discuss them with you and give you an opportunity to ask questions or gain insight about your goals for the upcoming year.

Then your director makes a decision about your bonus and pay increase, communicates it to HR, once that gets approved by HR, it goes back to your direct manager who communicates the information to you. Then you see the money within a few weeks.

*All companies are different, YMMV.

So, to answer your question, I expect you will discuss your self-eval and your manager's eval with your director. Usually anything +/- 3 (or whatever "meets expectations" is at your company) will get extra scrutiny, so be ready to defend. You may also have to explain the N/A.

Keep doing your job well and the money will come.
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  #13  
Old 01-04-2018, 10:37 PM
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B) go to at least half of the dinners, don't eat if you cant, have a glass of water if that's the only thing you could have, and just be friendly. Why not be friendly to your coworkers and make them feel better about working with you?
lol that seems awkward to me. If I wasn't waiting on food or a drink, then I'd just be sitting and doing nothing for 2 hours....granted I'm not much of a talker.
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  #14  
Old 01-04-2018, 11:41 PM
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I think HR just gives a budget and then everyone gets the same raises etc.

As far as I can tell the best way to maximize pay is in this order of effectiveness pass exams, work consulting, churn through jobs, socialize, dress well, show up consistently, put out good work.
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  #15  
Old 01-05-2018, 09:36 AM
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Expect that the decision on merit increase has already been made, it's not a negotiation, it's you being told what the answer is.

If you don't make an effort to be social with coworkers you will be the first one let go in the case of lay-offs because you're not seen as a team player. Make the effort to go sometimes.
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Drink a whiskey neat, you'll look boss getting a whiskey neat.
I disagree with the last part. If you don't want to drink (alcohol) then don't drink. I would always opt for something non-alcoholic when the group went out for lunch, even if everyone else did. You don't have to booze it up to be sociable.
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  #16  
Old 01-05-2018, 09:37 AM
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lol that seems awkward to me. If I wasn't waiting on food or a drink, then I'd just be sitting and doing nothing for 2 hours....granted I'm not much of a talker.
You will get a lot more out of these times if you at least LISTEN.
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  #17  
Old 01-05-2018, 09:43 AM
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I generally don't notice when people aren't drinking alcohol. Teetotalers will often get something that has a lime in it or has color, which I just assume has alcohol in it when it turns out there's not. Pretty clever imo.
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  #18  
Old 01-05-2018, 12:28 PM
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Would recommend that you don't let them wait a full year before giving feedback - ask if the next one is in six months or when to expect it. Honestly should be quarterly for EL IMO.
I agree that feedback should be more often than an annual review, particularly for EL. However, if this isn't happening outside of the formal review process, then this is a bad manager, not an insufficient review process. I can get behind semiannual reviews for the first year or two at a company from a CYA and ability to quickly promote or fire people perspective, but feedback should really be happening a few times per month on an informal basis. Formal reviews really are nothing more than a formality with a good manager.
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  #19  
Old 01-05-2018, 12:29 PM
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Guys, I'm pretty sure snik was making a joke with the whiskey neat comment...
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  #20  
Old 01-05-2018, 12:34 PM
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Guys, I'm pretty sure snik was making a joke with the whiskey neat comment...
It may be funny to watch somebody take this advice in a sitcom. Not so funny IRL, and I'd hate to think any EL person took the advice seriously, whether it was meant that way or not. JMO of course.
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My latest favorite quotes, updated Apr 5, 2018.

Spoiler:
I should keep these four permanently.
Quote:
Originally Posted by rekrap View Post
JMO is right
Quote:
Originally Posted by campbell View Post
I agree with JMO.
Quote:
Originally Posted by Westley View Post
And def agree w/ JMO.
Quote:
Originally Posted by MG View Post
This. And everything else JMO wrote.
And this all purpose permanent quote:
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Originally Posted by Dr T Non-Fan View Post
Yup, it is always someone else's fault.
MORE:
All purpose response for careers forum:
Quote:
Originally Posted by DoctorNo View Post
Depends upon the employer and the situation.
Quote:
Originally Posted by Sredni Vashtar View Post
I feel like ERM is 90% buzzwords, and that the underlying agenda is to make sure at least one of your Corporate Officers is not dumb.
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