| Senior Business Analyst, Project Manager |
When I left, my base was $50,500/year with no variable pay. I started
at $32,000/year with a $2000 signing/relocation bonus in June 1998.
The salaries at Hewitt are by and far the biggest complaint amoungst
associates, and it will be the factor that will keep Hewitt from
acheiving full productivity from employees and the firm reaching its
maximum potential. Salaries are below industry averages, and Hewitt
does not hide from that fact. I had been told by managers when working
there that Hewitt sought to pay at 75% of the market average. The pay
method they use in reviews in horrible. Your raise is determined via a
fixed matrix schedule based on what you currently make and your role,
and your level of performance. But there is little to no variation
between the top performers and the low performers. Thus, their
raise/compensation structure is nothing more than a cost management
tool. The result is that there is more incentive to shirk than to
work. Those who are just naturally good workers and want to be
compensated for thier output tend to leave the firm.
Its amazing that Hewitt, being an HR consulting firm, cannot find ways
and motive their employees to get the best out of them. If they cannot
do that internally, i'm not sure how a Fortune 500 corporation can
confidently hire them to provide these services to their employees.
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