2 ms·

Highly overpaid people, that can’t be fired and whose performance cannot be evaluated are not really interested in doing this boring thing called work. You know

by lnsru 8y ago

Highly overpaid people, that can’t be fired and whose performance cannot be evaluated are not really interested in doing this boring thing called work. You know, that IG Metall’s “Leistungszulage” cannot be cut? Please look here on page 3: https://www.igmetall-schaeffler.de/uploads/media/LBU_Flyer__2.pdf https://www.igmetall-schaeffler.de/uploads/media/LBU_Flyer__... “Quervergleiche sind nicht zulässig“ <- it’s a hatchery for low performers!!!

deleted 8y ago
[deleted]
foepys 8y ago
I swear, everybody on HN thinks they are a "high performer". In reality, most of us aren't. Unions mostly only cover the lower hierarchies (like IG Metall does) while managers (even middle management) have to negotiate their salary by themselves. So, if you are a "high performer", you will easily get a management job and get all the money you are able to negotiate.
- majewsky 8y ago
  Many high performers in technical positions will stop being high performers when promoted to a management position. (I know that I would.) See also the Peter Principle.
- lnsru 8y ago
  I am not high performer. It doesn’t give me real benefit. +5% salary isn’t worth working evenings and weekends silently from home.
- wirrbel 8y ago
  That is not exactly how it works in my IG Metall-run company. Although the range of jobs bound to unionized salary level, if you are außertariflich (i.e. above the union-negotiated salary level) you have a similar system with steps. Of course at one point in the hierarchy people probably earn heaps of money, but middle management and even senior management still is in a similar system.
pluma 8y ago
> Quervergleiche sind nicht zulässig For anyone not speaking German: this means performance reviews can't be based on the performance of other employees in that company. This also cuts both ways: when challenging a performance review you can't argue that your performance was average compared to other employees, you'd have to compare it to the industry average. > "Leistungszulage" cannot be cut The union contract guarantees "equal wages for equal work" and defines wages and a range of bonuses (the "Leistungszulage"). The idea is that two people working for different companies doing the same kind of work get the same wage if they're both average performers (compared to the industry as a whole). Additionally it formally defines the criteria by which performance is evaluated and how the resulting scores correspond to increases/decreases in the "Leistungszulage". The "Leistungszulage" according to that document is set at 14% for average performers. Higher performers get more, low performers get less. This means in practice that +14% is the baseline for a variable part of the regular wage that can be higher or lower depending on the performance. So unless lnsru's complaint is that 114% of whatever the nominal wage is is "highly overpaid", the argument is entirely moot. To an average worker, that 14% for average performance is not an extra, it's their expected baseline. So anything on top is a reward any anything less a punishment, just as with any other bonus not negotiated by a union. If anything, this makes it easier for the company to cut low performers' pay (as long as they can prove the low performance if challenged) compared to non-union contracts with no pre-defined variable bonus where the only option would be changing the contract (which is non-trivial, especially when the employee has no reason to make it easy).

by lnsru 8y ago

deleted 8y ago

[deleted]

foepys 8y ago

I swear, everybody on HN thinks they are a "high performer". In reality, most of us aren't. Unions mostly only cover the lower hierarchies (like IG Metall does) while managers (even middle management) have to negotiate their salary by themselves. So, if you are a "high performer", you will easily get a management job and get all the money you are able to negotiate.

majewsky 8y ago
Many high performers in technical positions will stop being high performers when promoted to a management position. (I know that I would.) See also the Peter Principle.
lnsru 8y ago
I am not high performer. It doesn’t give me real benefit. +5% salary isn’t worth working evenings and weekends silently from home.
wirrbel 8y ago
That is not exactly how it works in my IG Metall-run company. Although the range of jobs bound to unionized salary level, if you are außertariflich (i.e. above the union-negotiated salary level) you have a similar system with steps. Of course at one point in the hierarchy people probably earn heaps of money, but middle management and even senior management still is in a similar system.

pluma 8y ago

> Quervergleiche sind nicht zulässig For anyone not speaking German: this means performance reviews can't be based on the performance of other employees in that company. This also cuts both ways: when challenging a performance review you can't argue that your performance was average compared to other employees, you'd have to compare it to the industry average. > "Leistungszulage" cannot be cut The union contract guarantees "equal wages for equal work" and defines wages and a range of bonuses (the "Leistungszulage"). The idea is that two people working for different companies doing the same kind of work get the same wage if they're both average performers (compared to the industry as a whole). Additionally it formally defines the criteria by which performance is evaluated and how the resulting scores correspond to increases/decreases in the "Leistungszulage". The "Leistungszulage" according to that document is set at 14% for average performers. Higher performers get more, low performers get less. This means in practice that +14% is the baseline for a variable part of the regular wage that can be higher or lower depending on the performance. So unless lnsru's complaint is that 114% of whatever the nominal wage is is "highly overpaid", the argument is entirely moot. To an average worker, that 14% for average performance is not an extra, it's their expected baseline. So anything on top is a reward any anything less a punishment, just as with any other bonus not negotiated by a union. If anything, this makes it easier for the company to cut low performers' pay (as long as they can prove the low performance if challenged) compared to non-union contracts with no pre-defined variable bonus where the only option would be changing the contract (which is non-trivial, especially when the employee has no reason to make it easy).