At MatcHR we have three moments to discuss a potential salary raise. This is at our formal evaluation moments in January, May and September. Employees are eligible for a salary step if they are over performing (4 or higher) on almost every competency in the evaluation framework.
The expected time period for a next salary step is indicated in the salary levels for the different functions that you can find here:
As a manager it is important to keep track when your team member has started and when your team members are eligible for a potential salary step.
💪 Pro tip
Your team members will expect to receive a salary raise at the first potential moment indicated in the salary level tabs. For example when a salary raise can happen between 6-9 months your team member will always expect to have a salary raise, or at least conversation, on the 6 month period. The 6 month period is only if someone consistently outperforms on every competency. Manage your team members accordingly.
At every formal evaluation moment it is important to address a potential salary step. However never make any promises! The minute you say in your next evaluation you will most likely get a salary raise it is always expected to happen. If it doesn’t happen, or if you forget you will have a very demotivated team member that could potential leave.
Keep a sheet with the start date of your team members, their last salary raise and potential next moment. This will help you to plan accordingly. If you forgot please ask Adriaan as he keeps an overall file with all start dates and salary levels.
As a manager it is important that you have an understanding if our salary levels are still market competitive. We hire across different countries and we always want to make sure that we reward our employees according to what is locally the norm or better :).
Want to print your doc? This is not the way.
Try clicking the ⋯ next to your doc name or using a keyboard shortcut (
Salary talks