Reviews & Increases

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I can't think of a better place to come for a serious answer to this question.
ok , I'll start.
0% . unless you are wearing a tight blouse and short skirt, then you will get 1%
 






anonymous said:
I can't think of a better place to come for a serious answer to this question.
ok , I'll start.
0% . unless you are wearing a tight blouse and short skirt, then you will get 1%
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As a DSM, there is a pool of money each manager gets. That money is divided by # of reps. If you are close to 120% of MRP, your dollar amount will probably be a one time payment and probably will be very little as a % of your pay (less that 1%) regardless of performance since you are so high in the relative income for the position. If you are paid around 80% of MRP and had a great year, congrats you will probably be the one w/ a 3 to 3+% raise. MRP and long term performance ratings play a big part of what you will get.
Managers get a range in the system of what HR thinks is appropriate for each employee. If your manager goes over that, he/she will have a discussion with the CBD on why. I never had to back off my recommendations but year long communication w/ the CBD on the why's and how's for high performers makes the discussion relatively easy.
If you sucked and your manager has made it clear you are not fit for the job regardless of where you are on MRP, you will get very little to nothing. Use that reality slap as the immediate need to find another job.
HR will hate that I posted this, but F it.
 






anonymous said:
As a DSM, there is a pool of money each manager gets. That money is divided by # of reps. If you are close to 120% of MRP, your dollar amount will probably be a one time payment and probably will be very little as a % of your pay (less that 1%) regardless of performance since you are so high in the relative income for the position. If you are paid around 80% of MRP and had a great year, congrats you will probably be the one w/ a 3 to 3+% raise. MRP and long term performance ratings play a big part of what you will get.
Managers get a range in the system of what HR thinks is appropriate for each employee. If your manager goes over that, he/she will have a discussion with the CBD on why. I never had to back off my recommendations but year long communication w/ the CBD on the why's and how's for high performers makes the discussion relatively easy.
If you sucked and your manager has made it clear you are not fit for the job regardless of where you are on MRP, you will get very little to nothing. Use that reality slap as the immediate need to find another job.
HR will hate that I posted this, but F it.
Click to expand...

Oh we feel so privileged to hear such great commentary from you, as if what your saying is so closely kept to the vest. Dude get a life and if you are in fact a DSM, I feel sorry for your reps you wannabe!!!
 












anonymous said:
Oh we feel so privileged to hear such great commentary from you, as if what your saying is so closely kept to the vest. Dude get a life and if you are in fact a DSM, I feel sorry for your reps you wannabe!!!
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Why such an a-hole? The person was trying to shed some light. I for one knew some of this but not all. Just because you seem to have the pulse on everything doesn't mean everyone does. If anyone "should get a life", I would say you should.
 






Listen up losers! AZ will screw you every way they can. They will do it in ways that are so conniving and obsequious that you will suspect that you are being screwed but not be totally sure. This thread has identified how they play with sales numbers but they also play with your health care, especially if your are retired. If you have the AZ health care as an employee you are paying more than you need to. This is the design that AZ used with the insurers to offset some of their overall benefit costs. If you are retired you REALLY get screwed because you are put into a plan that virtually pays for nothing. AZ is constantly trimming around the edges of everything so that you will pick up more of the costs than you need and they enjoy some of the benefit. Get used to it.....
 






anonymous said:
Listen up losers! AZ will screw you every way they can. They will do it in ways that are so conniving and obsequious that you will suspect that you are being screwed but not be totally sure. This thread has identified how they play with sales numbers but they also play with your health care, especially if your are retired. If you have the AZ health care as an employee you are paying more than you need to. This is the design that AZ used with the insurers to offset some of their overall benefit costs. If you are retired you REALLY get screwed because you are put into a plan that virtually pays for nothing. AZ is constantly trimming around the edges of everything so that you will pick up more of the costs than you need and they enjoy some of the benefit. Get used to it.....
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The AZ retirement retirement health plan would be illegal if sold on the open market. The $25,000 maximum lifetime benefit leaves you uninsured the instant you hit the maximum. This includes the cost of your medicines which can add up to $25K quickly. And they will stop paying the instant you hit the $25 K maximum regardless of the medical situation and you will be stuck paying the rest of your bills. No other insurance policy could be sold on the open market with this type of coverage.
 


















anonymous said:
3 rating 2% raise
4 rating 3-4%
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Way over simplification. You get a "4" and are at 110% MRP, no way you are getting a 3-4% raise. Why? 1) moves you that much closer to max and 2) It would take a disproportionate share of the pool to be able to give others appropriate raises.
Conversely, if there are 10 people on the team and 8 of them get a "3", in the mind of the manager there are those that may be a high 3 vs. someone that barely squeaked by. Also, if someone gets a 4 and their MRP is way below 100%, they may get at least a 4%.
So many variables. Merit increases are a zero sum game.
 






anonymous said:
Way over simplification. You get a "4" and are at 110% MRP, no way you are getting a 3-4% raise. Why? 1) moves you that much closer to max and 2) It would take a disproportionate share of the pool to be able to give others appropriate raises.
Conversely, if there are 10 people on the team and 8 of them get a "3", in the mind of the manager there are those that may be a high 3 vs. someone that barely squeaked by. Also, if someone gets a 4 and their MRP is way below 100%, they may get at least a 4%.
So many variables. Merit increases are a zero sum game.
Click to expand...

The entire system is based on a dollars quota which makes budgeting very simple. The flaw is that some high performing teams will be forced into average ratings and increases while under performing teams will be over compensated. The whole process is flawed. A manager with 8 out 10 excellent performing sales reps is forced into the same bell curve as all other teams. To make matters worse, there is pressure on the manager to force rank some of his people into the bottom 10% which is exactly why some reps can move from several years of excellent ratings into the under performing category based on flawed sales metrics not on actual sales ability.
 






So, answer this, as it's confusing to many.
Does AZ purposely keep people at a certain percentage of MRP? If MRP is 98k, but your base is 90, seems to me it's done on purpose, so in essence you'll never reach the "MRP".
In other words, if this is the "market value" of a rep, AZ might pay 90% of MRP, but the only way you'll get to that 98k is to get you're true value by moving to another company.
You won't get 100% of MRP here.
Here's a real world example. I know a career ladder 4 rep, barely over or approaching 100k base. I dare say their ofdicial MRP is probably more like $110-112k.
 






anonymous said:
So, answer this, as it's confusing to many.
Does AZ purposely keep people at a certain percentage of MRP? If MRP is 98k, but your base is 90, seems to me it's done on purpose, so in essence you'll never reach the "MRP".
In other words, if this is the "market value" of a rep, AZ might pay 90% of MRP, but the only way you'll get to that 98k is to get you're true value by moving to another company.
You won't get 100% of MRP here.
Here's a real world example. I know a career ladder 4 rep, barely over or approaching 100k base. I dare say their ofdicial MRP is probably more like $110-112k.
Click to expand...

I would agree with that. Most 4's I know are at 110K or more, and yes, that is PCP. If this rep had a stellar year, push for a bigger chunk. If the mgr balks, start looking elsewhere. Companies will pay.
 






anonymous said:
So, answer this, as it's confusing to many.
Does AZ purposely keep people at a certain percentage of MRP? If MRP is 98k, but your base is 90, seems to me it's done on purpose, so in essence you'll never reach the "MRP".
In other words, if this is the "market value" of a rep, AZ might pay 90% of MRP, but the only way you'll get to that 98k is to get you're true value by moving to another company.
You won't get 100% of MRP here.
Here's a real world example. I know a career ladder 4 rep, barely over or approaching 100k base. I dare say their ofdicial MRP is probably more like $110-112k.
Click to expand...
 












They should start looking at themselves then. Should be making more.
Maybe the manager pays them enough just to make them stay around, or they're a level 4 by default, not necessarily performance.
 












anonymous said:
discussing $ isnt advised. 110k in Texas is different than 110k in California, cost of living etc.
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Half of what you earn will be taken from you in taxes in CA. Maybe we should build the wall along the CA border and let them do whatever they want so long as we can contain them inside their own crazy state.
 












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