Job Title: Senior Analyst
Location: Berlin
Submitted on: 18-Jun-03
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The company prefers to pay in the lower quartile in their HR
compensation surveys. They do this to save money, obviously, and to
justify higher bonuses for upper management. I heard a VP say that he
preferred to pay everyone several grades lower than what they deserved
in order to gain extra bonus money. Also, he said that it was cost-
effective for him to bring in a "morale consultant" every year for about
$50K or so to interview his teams. It saved his salary budget. One of
the reasons for this, which we heard from a "consultant" that we went
out drinking with, was to find out the names of people who complained
the most or did not like the VP personally. This was the case even
though the VP said that all opinions and comments were "confidential".
Bonuses are rare and at the whim of management. They will adjust the
goals if it looks like the "upper objective" will be reached making
bonuses too high. The company is basically underhanded in its dealings
with employees and pay. I've taken part in what are
called "responsibility surveys" to see how our pay stacks up in the
industry. The results are never announced but I've heard from
secretaries in HR that the majority of employees are underpaid for their
responsibilities, education, and experience. And that a significant
number are described as "grossly underpaid". For example, in my case I
was a long-term employee who left NU making $75K annually and moved into
a similar position for $100K. Also, I've had bonus money taken away
from me and my department and given to the deregulated subsidiary
(Select Energy) because they were losing money and since they wouldn't
qualify for a bonus their morale would be hurt. All of this occurred
after the end of the fiscal year when it was time to tally up the
bonuses.
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Northeast Utilities Interview Surveys
