Job Title:
Location:
Submitted on: 29-Mar-03
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Job Title |
Salary
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New grad engineers can start in low 60's, MBA's from 80 up. Salary
offers can
depend a great deal on the location, job and part of the company. Salary
offers
vary widely. If you're seen as high potential coming in - HR or finance
pathways, or perceived to have been great at a previous employer - then
the
offer
will be very competive. We have just come off of a salary freeze and have
implemented a once per year merit program. Everyone receives their
raise March
31. If you are 'golden' a high potential (use the right behaviors and
exceed
results) and the leaders of your SBE and SBG like you, you can get
significant,
up to 10% or so, raises. If you are average, raises depends more on
salary
compared to market rate for job (a way to keep salaries of current
employees
low). Most in this category will see 3% or less. There is a push from
Cote to
have a significant portion of individuals receive no raise. Emphasis is
placed
on risk retention - so those most likely to leave can receive perks, but
those
seen as low risk tend to be taken advantage of regarding salary
increases and
opportunities. Stock options (all are under water excepty for those
that are 9
to 10 years old) are used to reward top performers, can go to engineer
level.
Incentive comp is reserved for leadership positions but pay out depends
more on
the overall business performance than the individual's.
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