CMM Training materials and employee compensation

[[Th...]]

Has anyone used special work they have done to bargain for more when it's time for yearly increases?

I put together a step-by-step procedure for probe data management to retrain novice operators.  If the company were to send the staff out for external retraining or purchase such training materials I imagine it would amount to a couple thousand dollars.

In this day of tight-fisted companies and meagre raises I think I should be recognized for the expertise I bring and the savings to the company in reduced repair costs.

But I already posed this to my boss and he quoted the line in my job description 
"Perform any other assignments from time to time as management so directs".

When I said I have the choice whether to accept the assignment or not, (along with commensurate consequences), he evaded me.

Can't win I guess.

[[Cl...]]

Good luck with that. I have little faith in most companies to reward you for saving them money.

[[DW...]]

Please sign in to view this quote.

Please sign in to view this username.

 I have successfully done it. But first, lets look at how most commercial businesses work in regards to raises.

 

The boss is told, "This is your budget for annual raises." Lets say that amount is $10,000 for his 5 employees. Boss does the annual review, where you rate yourself first, and then he rates you. 

All of his employees rate themselves as average, so he takes the $10,000 and divides it equally to give everyone a $2,000 a year raise. Everyone is happy (maybe not).

Or lets say 4 of the employees rate themselves as average, and the fifth one, you, rate yourself exceptional. He concurs with your assessment. So he gives you a $4,000 raise (happy), and the other 4 employees get $1,500 each (sad). Keep in mind, he needs to clearly document the reason for giving you more than the other 4, because HR might think he is playing favorites. Some bosses don't want to do the paperwork and you're out of luck.

Most places have HR policies that any position is capped at X% max raise per year, no exceptions. So you could save your company a billion dollars, and still only get a 5% raise. To get a raise outside of this percentage, almost always requires a title change by moving into another position, inside the company or by hitting the road to a new employer. Do not ever let a manager tell you, "Titles do not matter." 

 

[[Ch...]]

I don't think companies will ever understand how much value a decent CMM Programmer adds to the company.

I recommend laying out as many examples as possible, and ask for what you want. I also recommend consider contract programming/training on the side and keep your opportunities open and resume updated - LinkedIn and Indeed are good starters.

[[Cl...]]

I get job offers all the time. I got one from India for a Calypso programming job in Mumbai! Several offers from other states whiling to pay for relocation. Yes, the demand is there for competent programmers. I also did some contract programming (1099) and named my own price. Too bad I'm near retirement.

Edited Monday at 07:32 PM

[[Ke...]]

I always document accomplishments & cost saves performed throughout the year. Most managers that I have had barely know what is involved with metrology in general, let alone CMM programming. I have even had one of my bosses thank me for providing this information, so that they can have documention of examples of how my work "Exceeds Expectations", so that they could get me a larger raise/promotion... Not all managers are created equal, and not all managers are worth working under. If I had a manager that spewed out a blanket disclaimer that is on *every* job description as evidence that my efforts to help the company save money was not recognized, then I would "read the writing on the wall" and strategize my career path accordingly.

[[Ra...]]

Unfortunately, this is widely how companies operate now. I have read previously it is called the "loyalty tax". There comes a point in which the company has decided what you are worth, and it's almost impossible to prove otherwise. It's extremely hard to convince anyone to create a new title, so once you're at the "top" in your department, that's just it. 2-3% raises every year.

The only thing to combat it are offers from other companies. Use it as leverage for more money, or leave. I think I'd still be making "technician level 3" pay if I stayed at my first employer.

[[Th...]]

Thanks for the responses.  It feels better not to be suffering alone.

About using offers from other companies to bargain with your current employer, caution is advised.  I read somewhere it puts a damper on your relationship with the employer and you are marked as disloyal.   So by the articles reasoning, if current employer tries to counter-offer you shouldn't stay.

If anyone is interested I am sharing the guide I made for reference.  Let me know your thoughts.

Probe Management In Calypso for Zeiss CMM R2, S. Schnuerer.pdf

[[DW...]]

Please sign in to view this quote.

Please sign in to view this username.

 Something to keep in the back of your mind is the nature of what is being asked of a programmer at each employer. For example, one employer may be a machine shop that only measures basic geometries (planes, circles, points) and simple characteristics (diameters, distances) and another employer may be a machine shop that does intricate measurements on free form surfaces, curves, and sophisticated evaluations of surface profiles to complex datum schemes. Both would need a CMM programmer, but the skill level required of a programmer is vastly different between the two. Machine shop A is never going to pay the wages of machine shop B because there is no need for a programmer at that level. Programmer encompasses a wide range of abilities, from junior programmers who are just starting out and can functionally make the machine and program produce results, to a much more advanced senior programmer who can interpret complex drawings, understand how to evaluate the numbers when troubleshooting a problem, writes scripts and PCM to automate tasks, trains junior programmers, explains the technical side of measurement to internal and external customers, etc. You have to look at what your employer's needs are, and if you find yourself outgrowing their needs (and budget), shop yourself to a more advanced role/employer (with a bigger budget).