Self-Set Salary Process
Team members are invited to set their own salaries at ET Group, calibrated by the advice process from their peers. Self-setting salaries stops the practices of organizations dictating the employee’s worth through a rigid salary structure. If people are unhappy with their salary, they can simply raise it. If they decide to place themselves too far outside their peers' advice, they may face the consequences of their choices. Radical candour is practiced throughout the process.
Typically, when you have reached your one-year anniversary with ET Group
Or once per year
Reach out to the People Development role to conduct a 360 Peer Feedback Survey to provide you with data and information regarding your performance in your role(s).
The 360 Peer Feedback Survey is strongly recommended. It provides valuable insights that will enable you to assess a salary that feels right.
Conduct a self-reflection to explore what salary feels right and what are the justifications.
For these justifications, you may want to consider:
Your most recent 360 Feedback information
Contributions you have made to the organization in your role(s)
Market value for the roles you energize
What you feel you need to be happy and thriving (e.g. money, benefits, shares, cost of living increases)
After you have self-reflected, inform the People Development role that you are seeking advice on your salary. The People Development role will start a Webex Teams Channel and notify the Salary Advice Group. The Salary Advice Group is comprised of 3 core and 2 alternate members selected by their peers, please refer to Sobol to see who is currently energizing these roles.
You will then propose your new salary and justifications to the Salary Advice Group. You may want to consider doing this process via:
Proposal submission
Presentation (in-person or Webex)
OR any other way you feel will share your justification in the best way
Each Salary Advice Group member will do their own self reflection based on what you have proposed. Each member will give you radically candid advice for consideration in the process.
You can choose to follow the advice or stay with what you had originally proposed. The decision is ultimately yours. Once you make your decision, you need to communicate the decision with the salary advice group. In the rare case a salary advice giver has a conflict with your decision, they can declare a conflict and invoke the conflict resolution process to resolve the conflict.