Great performance review/poor raise

bjs54321 · Apr 25, 2006

I had a an evaluation about 16 yrs ago....the administrator gave me high marks and gave me a 50 cent raise...that was good for me. Oh, then he couldn't give it to me after 4 weeks of not seeing the raise......I asked him what happen....he said...Oh, didn't I tell you?...I couldn't give you your raise because of budget contraints....kiss my butt dude..and quit.

It's what you want and what you are willing to accept for the work you do. It's your decision to accept or decline.......I have accepted and declined in the past. Unions are helpful, but it is your decision to accept or decline.

You control your destiny...if an employer doesn't appreciate your high performance, you are free to fly.

Where am I now? One of the highest paid, lower management nurses in the area. Don't settle for less unless you have too.

A high performer and getting every buck I am worth! And as an opportunist...I'm always looking. Never been fired or written up...gotten every job I have ever interviewed for....just waiting for the day when I am satisfied with an employer offers me the $$$ and environment that is worthy of the effort I give.

If nursing was more united...think of the results...whew

Tweety, BSN, RN · Apr 25, 2006

That sucks. It's sad that they don't see the value in giving good employees decent raises. It's the same here. Our manager is budgets 3% for every employees. If she wants to give someone 4%, then she has to give someone else 2%, instead of giving everyone what they deserve. 4% is the max any of us can get.

ARLadyRN · Apr 25, 2006

That's about what it is at my hospital and usually the eval is late, but the back pay is nice in a lump sum.

HM2VikingRN, RN · Apr 25, 2006

http://www.iwpr.org/pdf/PressRelease2_8_06.pdf

Check out the above report.

wooh, BSN, RN · Apr 25, 2006

That sucks. It's sad that they don't see the value in giving good employees decent raises. It's the same here. Our manager is budgets 3% for every employees. If she wants to give someone 4%, then she has to give someone else 2%, instead of giving everyone what they deserve. 4% is the max any of us can get.

Before nursing I had a job with that same policy. What infuriated me, was they'd try to make you feel bad if you got 3.5% "because that means we had to give someone else less!" Oh, you mean that person that I got 6 cents more an hour than on my raise after he sat on his a$$ all year and I busted mine? Yes, I do feel bad! Honestly, I'm glad I'm in a profession now where my hard work has immediate benefits (for the patient.) Because when there's only 1-4% raises, there's no incentive there to work hard!

APP · Apr 25, 2006

"... she told me that she had been instructed NOT to give out any "4"s because that would make the raise over 3%...."

The REALLY sucky thing about this practice is they are down-grading your performance just because they can't pay you for an raise... if you want to use that review in applying for another job, wouldn't it be nice if they had GIEVEN you the 4s instead of the 3s, even if they couldn't cough up the 3% raise? I mean, just because they can't pay you doesn't mean you didn;t perform!

GooeyRN, ADN, BSN, CNA, LPN, RN · Apr 25, 2006

"... she told me that she had been instructed NOT to give out any "4"s because that would make the raise over 3%...."

Thats exactly how things were like at the one hospital I worked at. But that was better than the last place I worked. The last place I worked you got a $0.25 raise every year for 4 years if you were an exemplementary employee. After 4 years you get NOTHING unless there is an across the board raise. Its sad I made more (as an RN with one year experience at the time) than a supervisor who was there for almost 35 years.

HM2VikingRN, RN · Apr 25, 2006

"... she told me that she had been instructed NOT to give out any "4"s because that would make the raise over 3%...."
Thats exactly how things were like at the one hospital I worked at. But that was better than the last place I worked. The last place I worked you got a $0.25 raise every year for 4 years if you were an exemplementary employee. After 4 years you get NOTHING unless there is an across the board raise. Its sad I made more (as an RN with one year experience at the time) than a supervisor who was there for almost 35 years.

This shows exactly why Nurses need to belong to a union and organize. Call SEIU. In these cases you are not respected or valued by management. The only way to be respected and valued is to ecercise your right of free association and collectively bargain.

kukukajoo, LPN · Apr 26, 2006

That does not even cover cost of living so in reality you are actually making less per hour as the years go along!

HM2VikingRN, RN · Apr 27, 2006

two key characteristics that distinguish americans are religious belief and the notion that the individual is responsible for his own destiny." true enough. though, it's worth saying that the middle east is pretty heavy on religious belief, and andy never seems too sold on that. in any case, this is going to be sort of wonky, but bear with me, it's important stuff.the center for american progress just released a comprehensive study of economic mobility and income volatility. and, according to its data, andy's right about the american lack of fatalism, the belief in opportunity and mobility. when asked if people get rewarded for their effort, 61 percent of americans agreed, versus 49 percent of canadians, 33 percent of the british, and 23 percent of the french (weirdly, the philippines wins this one, with 63 percent agreeing). but of all these societies (save the philippines), america is one of the least mobile, which is to say the least dependent on hard work rather than social station. in denmark, the relationship between your parent's income and yours is 15% percent or so. in canada, it's 19% percent. in france, it's 41 percent. and in america, it's 47 percent. the only country more hidebound and hierarchal is andy's native england (50 percent), also the country most closely approximating the american economic model.

as it is, if you're born in the lowest income quintile, you have a 1 percent chance of reaching the top 5 percent. if you're born rich, you've a 22 percent shot at remaining there. for the middle class, hard work and productivity have begun to count far less. in 2003 and 2004, years when the gdp saw strong growth, the median household was no more upwardly mobile than in 1990-91, during a deep recession. think about that for a second: inequality has reached such a height that the average household is actually worse off during today's expansion than yesterday's recession.

there's been a serious increase in downward mobility, too, with only 13 percent of families seeing a $20,000 (in real terms) loss during the 1990-91 recession, while nearly 17 percent experienced such a drop during the 2003-04 expansion. by contrast, households in the top 10 percent have seen a reduction in downward mobility during the same period. and while it used to be the case that you could combat stagnation through hard work, even that's dying out. households where the adults worked more than 40 hours a week were able, during 1990-91 and 1997-98, to translate their labor into upward mobility. now, the correlation has disappeared. americans may believe that hard work ends up offering great rewards, but the data shows that that's simply not the case. remember that next time you hear some conservative flack -- maybe one named tony snow? -- trumpeting the economy's underreported strength. why should folks appreciate a muscle-bound economy if it's using those biceps to pummel the working class?

http://www.prospect.org/weblog/2006/04/post_212.html#002130

in other words working harder and going backwards......