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Carney: No rate rises until wages rise
Comments
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grizzly1911 wrote: »Not really. Large multinationals have used pay bands and incremental scales, with bonus tweaks to reward additional performance, rather than scatter gun pay arrangements negotiated at individual level. Makes sense.
Perhaps in older industries that are heavily unionised and have collective agreements. More usual to have performance related pay based on appraisal results.
Makes more sense to increase pay for better performers to reward their effort than to pay everyone the same rather than everyone getting the same pay regardless of whether you were a go-getter or a slacker.
Incidentally, you were saying a few weeks ago that you worked in the public sector (while bragging about your public sector final salary pension) and now you're saying you have always worked in the private sector. Are you forgetting this username's "back story" old bean?0 -
grizzly1911 wrote: »It is a a pay increment that should reflect increased capability, proficiency and responsibility not inflation adjustments. You have pointed out that you could readily move to get pay increases reflecting your improved abilities. That isn't so readily available in a closed environment.
My top tip when trying to negotiate a pay rise. Never ever mention inflation - all pay rises are negotiated on increased capability, proficiency and responsibility. To ask for a pay rise because the ASDA shop has gone up by £10/ week identifies one as a halfwit.grizzly1911 wrote: »Not sure how you believe staff should be motivated in such a closed environment without increasing the cost of HR and staff management functions to disproportionate levels.
I don't have a problem with the current system where there are bands and ranges within the bands and good staff are rewarded with pay rises.grizzly1911 wrote: »Call me old fashioned but I would prefer that spending is on clinical care not the overarching bureaucracy that seems to be a feature of our health system these days.
Where there's blame there's a claim.
If it didn't get written down it didn't happen. I think staff prefer to make sure their !!!!!! are covered rather than worrying about your old fashioned notions.0 -
My top tip when trying to negotiate a pay rise. Never ever mention inflation - all pay rises are negotiated on increased capability, proficiency and responsibility. To ask for a pay rise because the ASDA shop has gone up by £10/ week identifies one as a halfwit.
Lots of halfwits out there then.
Loads of people get cost of living payrises.0 -
grizzly1911 wrote: »
Call me old fashioned but I would prefer that spending is on clinical care not the overarching bureaucracy that seems to be a feature of our health system these days.
Hospitals operate 24/7 and don't run themselves. Where my partner work works employs some 3,500 people in total. So requires a considerable infrastructure of support besides the medically trained staff.0 -
Graham_Devon wrote: »Lots of halfwits out there then.
Loads of people get cost of living payrises.
In my experience annual pay reviews aren't the best time to negotiate a pay rise. The best you can normally do is argue for a slightly better increase than your peers based on performance. All my big pay rises have been negotiated while changing roles and responsibilities or the odd mid year "pay me more or I leave".0 -
Good.
I don't have a problem with the current system where there are bands and ranges within the bands and good staff are rewarded with pay rises.
Does Mrs W still has plenty of increments to benefit from then.
Where there's blame there's a claim.
If it didn't get written down it didn't happen. I think staff prefer to make sure their !!!!!! are covered rather than worrying about your old fashioned notions.
Sad but true.
A sick society we live in.
Much more important to fill out numerous forms, that in many cases will never get read, put stickers on anything that moves than provide much needed care.
Let's waste money on an IT system so we can sell the data rather than provides real efficiencies in records management."If you act like an illiterate man, your learning will never stop... Being uneducated, you have no fear of the future.".....
"big business is parasitic, like a mosquito, whereas I prefer the lighter touch, like that of a butterfly. "A butterfly can suck honey from the flower without damaging it," "Arunachalam Muruganantham0 -
Thrugelmir wrote: »Hospitals operate 24/7 and don't run themselves. Where my partner work works employs some 3,500 people in total. So requires a considerable infrastructure of support besides the medically trained staff.
Don't disagree thrug, there will always need to be an admin overhead, just need to ensure it is truly efficient and the chiefs don't get excessively rewarded on the gravy train. Would it be best served by adding another layer of salary negotiators ?"If you act like an illiterate man, your learning will never stop... Being uneducated, you have no fear of the future.".....
"big business is parasitic, like a mosquito, whereas I prefer the lighter touch, like that of a butterfly. "A butterfly can suck honey from the flower without damaging it," "Arunachalam Muruganantham0 -
grizzly1911 wrote: »Does Mrs W still has plenty of increments to benefit from then.
Yes. She's about half way up a band with 5 points to move up. The next band up is also a possibility with another 9 increment points within it. Realistically with some sign off of skills she might move up an increment this year.
That would be a pay rise (that's not a pay rise
) of 3.3% plus whatever the national pay review is on top.
I'm not sure what a 'normal' progression up the increments is but if 50% of staff are getting them each year it would imply an increment every two years. It would also imply that any assertion that people are sat at the top of their band receiving !!!!!! all is false.grizzly1911 wrote: »Don't disagree thrug, there will always need to be an admin overhead, just need to ensure it is truly efficient and the chiefs don't get excessively rewarded on the gravy train. Would it be best served by adding another layer of salary negotiators ?
How would you ensure it becomes truly efficient, chiefs aren't excessively rewarded and that is wasn't a gravy train?
I'd accelerate privatisation. If there are as many fat cats, and excessively paid chiefs riding the NHS gravy train as you think then it would be better to let this find it way into company profits, corporation tax, and improved healthcare.0 -
In my experience annual pay reviews aren't the best time to negotiate a pay rise. The best you can normally do is argue for a slightly better increase than your peers based on performance. All my big pay rises have been negotiated while changing roles and responsibilities or the odd mid year "pay me more or I leave".
I agree with most of your post, but would hesitate to play the "pay me more or I leave" card.
In my experience, this generally only works once and you need to be prepared for it to be rejected.
In my work we are limited in the annual increases in April, but do regularly hold market analysis and adjustments for consideration in October:wall:
What we've got here is....... failure to communicate.
Some men you just can't reach.
:wall:0 -
IveSeenTheLight wrote: »I agree with most of your post, but would hesitate to play the "pay me more or I leave" card.
Totally agree, how could I have played the 'I'm totally dedicated' card if I was prepared to leave over a few grand.Chuck Norris can kill two stones with one birdThe only time Chuck Norris was wrong was when he thought he had made a mistakeChuck Norris puts the "laughter" in "manslaughter".I've started running again, after several injuries had forced me to stop0
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