atcomsystems.ca/forum Forums General General Telephone & Systems Information Title / Salary Range

I find it's really about quantifying your worth to the company. That's why it's possible for a salesperson to make a great living. There's no question about that person's worth to the company. As long as he or she is bringing in net profits to the company that are greater than the salary+benefits+overhead required, justifying an increase in salary is easy.

The hard part is quantifying skills that do not involve sales. The HR folks at my employer give the managers an annual salary report that we use to help determine where an employee fits within an average pay range for a particular set of job responsibilities in our geographic region. I figure my job is to convince my boss why I should be paid above the average for my those with my skills/responsibilities :-).

One thing I do is to be sure to let my boss know when I've saved the company money on a particular project. For example, when I interviewed with my now boss, I asked him who was supporting the phone system. Since it was manufacturer-based support I figured he could save money by using an independent company and suggested one to call. Before I even started with the company they saved a substatial amount per year by moving support to this company and have not had a support issue in the 6+ years I've been here. That's the equivalent of my employer having to pay me that much less per year less right off the bat.

Just remember, much of these telecom costs are residual, so any savings should be presented as such. Also, if you know that having outside support would cost $100/hr or so (not uncommon where I'm located), let someone know this and it might give you some leverage.

Just my $.02

Ahhh... the old divide between the sales department and the tech department. My AT&T general manager use to tell of the time where the sales people and the techs had so much tension between them (probably over pay) that the company housed them in seperate buildings!

A commissioned sales person is worth every penny they earn. It is a bit tougher for salaried people to justify their contributions, I agree. Someone might save or bring in a ton of money by doing their job right and have to fight for the credit. Agreed. But what is often forgoten is that the tech or admin is paid a guarenteed salary while the sales person carries a tremendous risk. Just ask the millions of folks who tried sales, thinking it was easy, and starved to death financially. The reason sales folks can make a ton is that they have risk. That is as great as component I think in most situations as what profit they bring to the company. An admin or tech may contribute as much but at little risk of their base salary. Am I wrong?

No arguments there Brian. I'll never begrudge a salesperson earning more than me. If that person is making a bunch of money for the company, then it benefits everyone. It's the proverbial rising tide lifting all boats. Heck, if I thought I would be good at it, I'd be a technical salesperson now instead of a CG. As such, I look at my job as one of giving these folks the information they need where and when they need it. If I do that, then the company prospers and it's easier for me to get a raise.

Thanks for all the replies. It helped.

Our HR dept. had everyone fill out our own job description. They then matched that up with what they thought the job title should be. Then assigned that job a certain salary range. I am actually happy with my current salary, but it is now frozen since my salary falls above the maximum of the salary range. This means no more raises, unless I am moved up to the next salary range, which is only going to happen with a job title change. The range has a min / max and median. My HR assigned median is lower than an entry level telecommunications technician on salary.com

To answer dagwoodsystems's question, I don't manage folks. I am sure I will stay put whether things change or not. It's a good place to work. I am left alone for day to day stuff, nobody looking over the shoulder. It's just when your salary gets frozen, it makes you feel unappreciated. My boss has agreed to go to HR and discuss title change and up the salary range, so we will see how that goes.

Thanks again.

I don't know if it would work but find 3 qualified telecom companies in your area. Ask them the cost for 1 hour service call, that will give you a base line. Figure out how many of those 1 Hour service calls you do in a month. Along with the guys you manage. Make a graph or some how put this into a presentation, show them that the company is currently paying your team X dollars(dont forget to include benifits Insurance, paying half your SSI, basiclly any benifit that can have a dollar value assigned.

I have not done the math in a while but with all the benifits your company pays about 1.5 to 2 times your hourly rate to keep you employed. If you make 10 bucks an hour it costs the company about 15-20 bucks to keep you employed with paying all the benifits, insurances, unemployment all those things.

Figure out how much they would be paying in 1 month if they had to hire an outside contractor, I am willing to bet that with your experience with thier equipment you are saving them a ton of money. Rather than Guess on what you should be paid show them. I know it sounds like a lot of work but; if you present the facts you will prove that you are a bargin.

I would venture to say that most of the time a full time telecom guy is costing a company more money than highering outside, 700 plus phones, I don't that is more phones than I manage with all my customers combined.

Bottom line is the numbers, I try my best to pay my employees fair. On the flip side, if I had an ambitious guy that brought me work, and could show an increased profit or savings directly related to him being in my employ, I would pay him more. I would not seek it out, he would need to present this to me.