ETG Way Handbook
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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.

When am I able to use the self-set salary process?

  • Typically, when you have reached your one-year anniversary with ET Group
  • Or once per year

1. Conduct your own Self-Reflection

Conduct a self-reflection to explore what salary feels right and what are the justifications.
For these justifications, you may want to consider:
  • What’s your current compensation and how did you get to be compensated that way?
  • Why do you feel a change in your compensation is appropriate?
  • To the extent you can, describe and quantify your contribution(s) over the last year (effort & achievement).
  • What achievements are you proud of? Are there areas where you did not achieve what you wanted or what you promised to others/to your team?
  • What evidence do you have/can you find about your market value (What are you and your skills worth on the job market? If you were to leave the company, what job/salary could you get?) You can consider sources such as external and internal comparables, salary surveys, competing offers, former positions, etc.
  • Internal Value. Who are your best internal comparables? Who does a similar job to you, has similar skills to you, or provides similar value as you do? Ask an advisor to collect salary information related to those comparators (ex. ranges, averages, but not names).
  • Based on your self-assessment, what compensation are you considering? What is the % increase?

2. Inform the Salary Advice Group that you are Seeking Salary Advice

After you have self-reflected, inform the HR Generalist role that you are seeking advice on your salary. The HR Generalist 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.

3. Proposing Your New Salary

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

4. Salary Advice Group Reflects on Your Proposal

Each Salary Advice Group member will do their own self reflection based on what you have proposed. The Salary Advice Group will meet with your Lead Link to share what they have learned and to collect advice from them. It's important to note that the intention of this meeting is to share information, not to seek consensus. After the meeting, each member will give you radically candid advice for consideration in the process

5. Make New Salary Decision Based on Advice Given

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.