Conference 7.286::digital

    In St. Louis there have been promotions since the "freeze". One of
    these promotions was of a delivery person. So at least in St. Louis
    promotions are NOT tied to wages.
    
    Ken

In Engineering there have been promotions since the freeze (two in my group).

I thought the announcement specifically said that promotions would continue
as scheduled, and that salary reviews would continue as scheduled, but there
would simply be no salary increases during the freeze.

/john

Like a lot of things around here, the waqe freeze has been mis-interpreted.
I know of one person in our unit who should have had his performance review in
July.  It still hasn't happened.

Bob

    I agree with all the comments. Do keep in mind that your manager may
    simply be misinformed. My immediate reaction was to think "conspiracy"
    It is much more likely to be simply misinformation/misinterpretation.
    
    
    				herb

    I don't know about promotions, but even though you did'nt get a
    salary increase or promotion, did you at least get a P.A. (performance
    appraisal)?  A written P.A., when due, should have happened.
    Getting nothing may be management's way of kicking your a** and telling 
    you what you're really worth.  If you're interested in getting the
    facts straight, then ask for a P.A.
    
    If, on the other hand, you did get at least a P.A., and one that you 
    can agree with, then feel good that you ARE valued by your management 
    and they are being honest with you.
    
                   

    The way it has been explained to me by my management is:
    promotions will continue if warranted
    upgrades in level will continue if warranted,
    transfer and/or relocation will continue as an as required with
    approval basis,
    wage increases will occur at scheduled interval PLUS end of freeze PLUS
    length of freeze: ie. scheduled review is August (15mos. since last)
                          freeze officially ends October (add 2mos)
                          freeze started July (to October add 3mos)
    total time time between last and next possible wage increase  20 MONTHS
    for a six month freeze it would become 31 months between raises.
    if your review period totally surrounds the freeze then your review
    period is extended by the length of the freeze  - whatever that may be.
    (NOTE:::: these are just arbitrary numbers for this discussion only and in
    no way reflect what may or may not actually happen.)


    Like it has been stated elsewhere reviews transfers and promotions will
    not stop nut they may be slowed a little. the only thing that stops is
    the pay raise. 

    RE .0
    
    Your manager is feeding you a line of bull****. It is perfectly
    feasable to promote people. A manager can still submit an ECIF
    specifying a promotion, the only thing that is prohibited at present
    is submitting an ECIF that includes a salary change request. I'd
    give your personnel person a call to get your manager straightened
    out.
    
    Dave

>    wage increases will occur at scheduled interval PLUS end of freeze PLUS
>    length of freeze: ie. scheduled review is August (15mos. since last)
>                          freeze officially ends October (add 2mos)
>                          freeze started July (to October add 3mos)
>    total time time between last and next possible wage increase  20 MONTHS
>    for a six month freeze it would become 31 months between raises.
>    if your review period totally surrounds the freeze then your review
>    period is extended by the length of the freeze  - whatever that may be.

The above is pure speculation.

The announcement from the Executive Committee specifically stated that what
would happen at the end of the freeze had not been determined at the time.

/john

    Given that (at least in the Field) promotions do not trigger salary
    increases, a promotion could certainly occur during a wage freeze
    (as has been testified to several times already).
    
    I'm wondering if getting promoted, though, would put Cindy (.0) below
    the scale for the position she's getting promoted into? If that is the
    case, then perhaps they can't promote her because they also aren't
    allowed to have people earning below the scale. 
    
    (IMHO, this would be a smokescreen, too; they should still be able
    to promote and then adjust her to within her range after the freeze.)

	BD�

    I agree...the written info I got stated promotions are not effected
    from an implementation point, just no salary modifications.  In
    these times, performance appraisals are not just scheduled and 
    performed as if there was no freeze, but should be considered
    very important to insure employees know where they stand, how their
    performance has been percieved, and if appropriate, how their
    work is appreciated.
    Mark
    

    There is a tendency in DIGITAL for managers and supervisiors to tie 
    Salary Increases and Performanace Appraisals together.  This is totally
    aganist all Policies and Procedures in the Corp. 
    
    A Performance Appraisal "should" be given to each Employee a Min. of
    every 12 months.  The Appraisal also should be given each time there
    is a change in Manager or Supervisors.
    
    Managers and supervisiors do not like to write Performance Appraisals,
    They use excuses like the pay Freeze or the extended pay increase 
    times (from 12 mo. to 15 and 18 mo.) to avoid writting Performance
    Appraisals.  Don't let them get away with this, Speak up!!!!!!
    

    
    Attached is an OFFICIAL memo from MEM Compensation and Benefits.
    It clearly states what is and what is not allowed during the salary
    delay. I am an engineering supervisor and I received this message
    from my personnel rep so I take what is in it as gospel.
    
    Dave
    
    PS To the notes police/paranoids (you know who you are). This memo
        was not tagged 'Restricted Distribution', 'Digital Personal',
        'Digital Confidential' or even 'Digital Internal Use Only'. I
        assume it is 'Digital Internal Use Only'. If it was meant to
        be more restricted than that it should say so. I am using my
        common sense in posting it hear for viewing by ALL Digital
        employees. By default anything in this notesfile is
        'Digital Internal Use Only' so anybody who distributes it
        outside the company should deservably be fired.
    

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!    !    !    !    !    !    !    !
! d  ! i  ! g  ! i  ! t  ! a  ! l  !     I N T E R O F F I C E
!    !    !    !    !    !    !    !            M E M O
 ----------------------------------


TO:  MEM Comp Mgrs			DATE:  29 June 1989                  
					FROM:  Kathy Acierno/Larry Plutnicki
					DEPT:  MEM Comp & Benefits
					EXT:   223-9348/4573           
					LOC/MS: MLO1-5/A98


Subject: FY90 Salary Program Delay

As you well know the salary delay starts on Monday, July 3rd.  There have been 
several questions raised over the past few weeks related to it.  Please review 
the following and let us know if you have any further questions:

Promotions ----------------------------------

We expect that during the delay period employees will be changing jobs and 
receiving promotions.  If the employees' work has changed and a promotion is 
justified then the job code change may be made during the delay period.  
However no increases may be processed for these employees during the delay. 
During the next salary planning process increases may be planned for these 
employees (along with all other people) within the constraints of the increase 
budgets for your groups and they may receive their increases when the delay is 
lifted and the program starts up again.  Also be aware that although these 
promotions may have occurred during the delay period, there will be no 
retroactivity allowed for their increases.  The earliest a person may be 
granted an increase is the first month of the program re-start.  However this 
must consider that the frequency metric (not a guideline this time) will be 12 
months plus the length of the delay for your organization.

Secondly, we will be monitoring promotional activity during the delay period. 
It has been agreed that the promotion metric for the year will be 15% for 
exempts and 20% for non-exempts, unless the organization has an approved 
manpower plan that justifies a higher internal promotional need.  Since the 
period of the delay is yet unknown we will be reviewing our actual promotional 
experience to set guidelines for each quarter.

Retroactive Increases -------------------------------

On July 3rd, no increases of any kind will be able to be input through the Paws 
stations.  Since the first communication, people have been aware of the 
importance of processing June reviews on time and we fully expect that all will 
have been processed by that time.  However, we do realize that there will be 
extraordinary situations where a June plan was missed and that in fairness to 
employees they should be processed.  If you should have one of these cases the 
following process should be followed:

The following documents should be sent to Larry Plutnicki for exempt, or Kathy 
Acierno for non-exempt:

1) The original Employee Data Change Form with the normal approval signatures
   (a copy should be retained by the appropriate PSA).

2) A copy of the approved performance appraisal form.

3) A short memo indicating the reason for retroactivity to June and approved by 
   the appropriate Group Personnel Manager.


Please be aware of the following when considering applying for this: 

A) There must have been a plan in place.

B) The organization's overall final spending had to be within their approved 
   FY89 plan.


When approved by MEM compensation the documentation will be forwarded to 
Corporate Compensation to be centrally processed in Personnal Administration. 
Personnel Administration will notify the PSA when the increase is processed. 
None of the submitted paperwork will be sent back to you, thus please keep 
copies of the paperwork submitted.

The above process will end on July 28th, no retroactivity will be allowed 
beyond that date.

Please let us know if you have any questions.

I recently got promoted. Personnel and management told me the reason
I was allowed to be promoted was because my current salary was within
the range of the level I was being promoted into.

    Here in UK promotions are going apace. Two colleagues in my unit
    were recently promoted.
    
    Philip.

re .14

I don't think anyone is surprised that promotions are continuing in the U.K.,
since salary increases are moving right along there, too.

    RE: basenote....
    
    I was curious; you said you were "scheduled" for a promotion.  When I
    have done my annual salary planning for my group, I "planned"
    promotions where appropriate, but I NEVER informed the employee being
    promoted until review time, and the review was signed by all approvers.
    I guess I'm curious as to how you know you were to be promoted. Given
    the volatility of this business, I find the situation where a manager
    makes promises he/she can't keep totally unacceptable.  I hope that is
    not what happened to you!
    
    Steve