Conference 7.286::digital

>    		Is a salary range for a particular level subdivided 
>    into sub ranges (which have some overlap) based on performance 
>    ratings.

No.  Salary ranges are simply divided into quartiles.

>Therefore the maximum (or even near the maximum) of a salary range is only
>attainable by "one" performers?

This is true (as it should be) for a different reason.

If you remember the chart I posted elsewhere, for each position in the
salary range (based on quartile) and for each performance rating, there
is a minimum and maximum percentage raise permitted.

If the salary ranges remained constant (were not annually adjusted), even
a three performer could theoretically move up to the top of the range, if
pmin were not zero for the top quartile(s).

But since the ranges are adjusted upward each year, the only way to progress
to the top of the range is to perform well enough for your pmin to be greater
than the increase in the top of the range.

/john

>But since the ranges are adjusted upward each year, the only way to progress
>to the top of the range is to perform well enough for your pmin to be greater
>than the increase in the top of the range.

I believe this should be changed to Salary ranges are reviewed each year 
and adjusted if necessary.

Jilly

    I don't think the rules quoted previously apply to all groups at DEC.
    I haven't seen "quartiles" in many years, the measurement now is a %
    of your salary range with mid-point a significant point.
    On paper you shouldn't reach max unless you are a superior performer.

re: .1,.3

>    On paper you shouldn't reach max unless you are a superior performer.

The other case would be if you took a job that was several levels below
your previous job.  In that case you would be very near the max for your
new range even though you might be far from the "most valuable performer"
at that level at first.  You might also end up getting no raise for a few
years.

This scenario could become more common as we get more into "redeployment"
or "reskilling" of people whose formerly valued skills are now obsolete or
in low demand.  Both the employee anf the hiring manager for the new
position would have to recognize this as a problem situation that would
need to be monitored carefully.
								paul

    Unfortunatly JEC changed the salary ranges for WC4. Generally the
    made the range wider by adding a few $ to the high end and bring
    the lower end down by several $K. This will mean that almost every
    one moved up in the salary range because the range moved down. This
    will make it easy for MGMT to justify not giving a pay increase.