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Posted: 1st September 2020
I work for a large electronics company with a large intake of graduates onto a 2 year development programme each year. If you have something simalir how do you progress your graduate salaries through your programme ? We have three reviews based on performance during the two years. They come in on 28,000 and exit the scheme in line with the minimum of our starting Engineer salary – currently £31,500. It’s a very time consuming exercise, broadly in line with our performance appraisal scheme. What do you do? Any suggestions for improving this?
It sounds like a lot of work when they are all eventually going to get up to a minimum of £31,500. Maybe increase all graduate salaries to the same level at each of those three check-in points over the 2 year period. And once they exit the scheme they can follow the normal performance appraisal process? Not very motivating for the better performers but those performance conversations with their managers if done well can count to motivate them?
Here’s a slide deck for helping managers have those conversations https://disruptive-leaders.com/toolkit-leadership-training-human-conversations/
I hope some of our members can help by sharing their approach.
Disruptive HR Club Team
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