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KillHour posted:THIS is my point. Why has nobody done this? Pretty much as noted above. It's difficult to make a "boutique" operating system when anybody can effortlessly take your stuff, and any application ported to your boutique operating system also works on 10000 neckbeards' systems. You'd think that'd be a plus, but application vendors are historically terrified that Linux users only use it because it's free as in beer, and the entire community would leap at the chance to download some reverse-engineered poo poo with no license. The amount of money Linux users pay into the humble bundle versus other OSes is slowly changing that perception, but it's still a thing. Also, as noted, no real application support. Instead of a tightly-controlled ecosystem, you potentially have users filing bugs against your distro to include foobar in your repos, then filing bugs because foobar is broken or doesn't fit your design aesthetic and looks totally out of place, and your boutique company has to fight users about how you don't have the engineering manpower or skill to fix the entire Linux application ecosystem. This is actually kind of where Canonical keeps finding themselves with Unity, and it's given them the perception of a "janky" distro instead of "that distro that just included restricted drivers in gnome". It's a very hard thing to do. SIR FAT JONY IVES posted:Google is. Chromebooks. As noted with the whole "Aura is not an X-compliant compositor" thing, no, they are not, any more than Android or Roku is.
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Mar 19, 2015 21:18
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Inspector_666 posted:Was it an in-person interview? Yeah it was in person and I felt like I didn't do that great so I'm kind of shocked... The pay is almost double what I make now Also out of curiosity they have a couple terrible reviews on glass door but they were named one of the state's "best places to work", are either of these things worth paying attention to? crunk dork fucked around with this message at 21:24 on Mar 19, 2015 |
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Mar 19, 2015 21:20
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Glassdoor is a great resource but you need to read the reviews. How well-written is it? How long ago? Which department? This goes for both positive and negative feedback.
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Mar 19, 2015 21:30
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Tab8715 posted:Glassdoor is a great resource but you need to read the reviews. How well-written is it? How long ago? Which department? One of them is written pretty well and has some valid complaints but doesn't say what position or department. The rest aren't composed well and seem really angry. Pretty much all of those are from people in sales haha
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Mar 19, 2015 21:40
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Ha, I enjoy reading through reviews and negative or not you can often get a good feel what it's actually like at the company instead of your typical HR spiel.
Gucci Loafers fucked around with this message at 21:56 on Mar 19, 2015 |
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Mar 19, 2015 21:54
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I had my performance review. I had the highest review in the IT Department  That got me a 3% cost-of-living increase, which is the maximum they give out (turns out with my lovely salary it's not even $1000  ). My manager made it clear that this wasn't a merit increase, and they'll be doing those later. So I'm still cautiously optimistic that I'll get an actual raise (he didn't know when they will actually be doing those, so...we'll see), but with the bonus I got a few weeks ago and with this...at least they're starting to acknowledge my work.
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Mar 20, 2015 01:25
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myron cope posted:I had my performance review. I had the highest review in the IT Department You've been doing this about 2 years now, right? My opinion of raises that are in the 2-4% range is that it's your employer's way of saying "We do not value longevity or experience. Move up or move out." So... if your boss told you that to your face, what would you be trying to do?
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Mar 20, 2015 01:48
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I'd hold off on that judgement until he finds out what sort of merit raise he's getting. It seems a little bit weird to not do the cost of living and merit raises at once, but I could kind of see them being processed by different people/teams, and therefore not coming at the same time.
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Mar 20, 2015 02:00
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Dr. Arbitrary posted:You've been doing this about 2 years now, right? About a year and a half, yeah. The explanation I got was that merit raises are done through HR and this was just with my supervisor/manager, so I'm going to at least give him the benefit of the doubt and see what happens. Although this was sort of merit based because it depended on the review scores.
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Mar 20, 2015 02:12
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My company doesn't do big raises, but its a smaller company. I asked for more money when I was hired though, so the % ends up being more. They do the raises in a weird way though, and its applied towards the money you earned last year, and then you get the new rate going forward. So I guess its like getting double if you stick around but the next year you will get the same thing again. That is in addition to the company goal based small bonus, which has some arbitrary criteria my manager doesn't even really know.
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Mar 20, 2015 03:31
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Dr. Arbitrary posted:My opinion of raises that are in the 2-4% range is that it's your employer's way of saying "We do not value longevity or experience. Move up or move out."
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Mar 20, 2015 03:35
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You have an additional year of experience and that proves value to the company, even if it is institutional knowledge. I don't feel that's an unrealistic expectation if you're in the 'growth' part of your career. Of course, I also think you should stick around for 2-5 years max until you're senior level, and most people's salary increases come from switching jobs.
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Mar 20, 2015 03:37
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adorai posted:A 2-4% raise is meant to keep your salary at pace with inflation. Keeping pace with inflation means that you're exactly as valuable as you were the year before. That's consistent with what I'm saying "We do not value longevity or experience. Move up or move out."
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Mar 20, 2015 03:39
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crunk dork posted:So I interviewed for a "Junior Network Engineer" position and I was told I'm getting a job offer mailed to me, is using snail mail to extend offers pretty commonplace? I'm in my first IT job now and I was offered it over the phone so I don't have much to compare this second offer to It still happens. My first network engineering position was sent to me via FedEx with a return envelope and label. The last offer I got was all email PDF documents. As far as getting an "offer" over the phone, it's not an offer until it's given to you written down.
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Mar 20, 2015 03:51
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adorai posted:A 2-4% raise is meant to keep your salary at pace with inflation. That is an appropriate amount for an annual review (although I believe that IT salaries generally outpace the general population and should run closer to 5% for a general cost of living adjustment). A real raise should be outside of your normal annual adjustment, and should reflect real value that you bring to the company. People who expect 10% every year just because they showed up and did the job they were hired to do have unrealistic expectations.
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Mar 20, 2015 05:37
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I don't know if this approach is universal, but my department was given a number like 4% in raises across the board. Assuming you have $1 million in salaries to start with, that's $40k to dole out. The general plan is to give everyone a 2.5% increase as a baseline, and high performers and individuals that started off on the wrong end of the payscale can be adjusted upwards. There's a bit of spread between earners, so that 1.5% of wiggle room can result in a not-so-minor increase for entry-level employees. The concern though is that using annual increases for merit raises hurts the rest of your department--every extra dollar that Billy Bob gets comes at the expense of everyone else. It's difficult for a manager to justify funding a significant raise from that pool.
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Mar 20, 2015 06:01
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Contingency posted:I don't know if this approach is universal, but my department was given a number like 4% in raises across the board. Assuming you have $1 million in salaries to start with, that's $40k to dole out. The general plan is to give everyone a 2.5% increase as a baseline, and high performers and individuals that started off on the wrong end of the payscale can be adjusted upwards. There's a bit of spread between earners, so that 1.5% of wiggle room can result in a not-so-minor increase for entry-level employees. The concern though is that using annual increases for merit raises hurts the rest of your department--every extra dollar that Billy Bob gets comes at the expense of everyone else. It's difficult for a manager to justify funding a significant raise from that pool. Yeah, we do annual raises in a similar way. We have a "baseline" raise for the group and it gets adjusted up and down based on your annual review. We also have an incentive bonus pool allocated (baed on total salary of the employees) on a departmental basis that's tied to both departmental and company performance. If we get the max payout (140% of pool), that means if we were allocated 100,000 in bonus, because of performance we actually get $140,000 to dole out. Actual dollar amounts are based on salary. If we miss the target, money gets deducted from the pool until it gets to the point of "no soup for you". Merit raises are pretty rare and usually a result of someone who consistently goes above and beyond "meets expectations". That doesn't really mean "works 20 extra hours a week", because outside of unusual circumstances if you are unable to meet your goals within your 40 hours there's gonna be some issues come annual review time. The other time a merit raise will be awarded is when the manager can present a clear case of "we're paying him way too little and he's going to get snapped up by another company if we don't address this". Salary adjustments are usually done by moving an employee up one or more pay grades. Usually, the preferred method for merit awards are RSUs (which was awesome before they discontinued it) or a substantial bonus check (usually 10-40% of your annual salary depending on the level of awe you inspire in management). These are not common, but more common than merit raises.
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Mar 20, 2015 06:45
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Possibly not the correct thread to ask this in, however I've seen the subject come up before so I thought I would give it a shot here (point me in the right direction if I'm off base please). Going to be getting my son a tablet, though I would prefer if he couldn't install/use any and all apps he wants. Is there some sort of app I can put on it to basically give me parental control and lock the thing down. Ideally I'd like to be able to lock down installing or un-installing of apps, where I'd have to put in a password/code in order to install an app. Bonus if it can lock down purchases (though I won't be putting in a credit card so that should take care of that part). Possibly a parental level on top of that (no porn/dating/facetime stuff). If I could get logs of what is being used that would be neat, but not needed. This will be for an android tablet, and if I have to throw a few bucks or something at it that isn't an issue.
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Mar 20, 2015 08:02
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Koskun posted:Possibly not the correct thread to ask this in, however I've seen the subject come up before so I thought I would give it a shot here (point me in the right direction if I'm off base please). Kindle Fire does all of that in the easiest way possible. Otherwise, you can use Screen Time (it's worth noting that the only reason it doesn't have 5 stars is because of all the 1-star reviews that kids give it - which I think speaks for itself)
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Mar 20, 2015 13:37
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Fiendish Dr. Wu posted:Kindle Fire does all of that in the easiest way possible. Side note, Lollipop has a feature that lets you pin an app on the screen so you can't exist or switch out of it. You can also set it to require the PIN to exit the app. It's under security, called "screen pinning".
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Mar 20, 2015 13:41
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flosofl posted:Merit raises are pretty rare and usually a result of someone who consistently goes above and beyond "meets expectations". That doesn't really mean "works 20 extra hours a week", because outside of unusual circumstances if you are unable to meet your goals within your 40 hours there's gonna be some issues come annual review time. The other time a merit raise will be awarded is when the manager can present a clear case of "we're paying him way too little and he's going to get snapped up by another company if we don't address this". Salary adjustments are usually done by moving an employee up one or more pay grades. My company gave me 25% raises two years in a row and my next review is coming up in ten days. They stopped just short of telling me I got the best review in the whole company last year, and I rarely work more than 40 hours. I'm going to yotj if I don't get at least 15% this year too, and I think they know it I'm really not that good. I'm just way better than the shitlords I replaced and they don't know any better. Internal IT
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Mar 20, 2015 14:33
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Wow, today I learned people in IT get raises. On another note why would a recruiter request a resume in .doc format?
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Mar 20, 2015 14:43
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Tab8715 posted:Wow, today I learned people in IT get raises. It's so they can edit out your contact information and put their company letterhead on when they submit you
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Mar 20, 2015 14:46
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flosofl posted:Yeah, we do annual raises in a similar way. We have a "baseline" raise for the group and it gets adjusted up and down based on your annual review. We also have an incentive bonus pool allocated (baed on total salary of the employees) on a departmental basis that's tied to both departmental and company performance. If we get the max payout (140% of pool), that means if we were allocated 100,000 in bonus, because of performance we actually get $140,000 to dole out. Actual dollar amounts are based on salary. If we miss the target, money gets deducted from the pool until it gets to the point of "no soup for you". If I didn't know (and if your company still issued RSU), I'd think we worked at the same place Roargasm posted:My company gave me 25% raises two years in a row and my next review is coming up in ten days. They stopped just short of telling me I got the best review in the whole company last year, and I rarely work more than 40 hours. I'm going to yotj if I don't get at least 15% this year too, and I think they know it I have literally never seen anyone get a raise above 5% without a title change, and I wouldn't believe this if you told me in person. Expecting a 15% raise is  for a huge number of reasons, and it's not normal at all.Negotiate the rate you want and live with 3-5% increases unless you get a new title or a new job seems to be the norm, with merit bonuses, not salary increases evol262 fucked around with this message at 14:49 on Mar 20, 2015 |
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Mar 20, 2015 14:46
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evol262 posted:If I didn't know (and if your company still issued RSU), I'd think we worked at the same place I started as a technician in 2012 so it's not like these are massive increases. The first raise (which I doubled in negotiation) came with a promotion to Systems Analyst and I've knocked every project out of the park since then. I replaced an IT manager and a sysadmin and they're fast tracking me to the former position. I asked for an intermediate commitment until I get there, gave a range, and they said they're working on it. I save this place assloads of money and make everything better on the daily (once again, not that hard given what I came in to).
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Mar 20, 2015 15:13
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evol262 posted:I have literally never seen anyone get a raise above 5% without a title change, and I wouldn't believe this if you told me in person. My previous employer offered me a 60% raise after it became clear that I was leaving, and this would have been a ~250% raise over my hiring rate after 11 months. But, this was more of a "We screwed you on your base rate, screwed you again on your performance review, gave you a knee-jerk raise when your department started quitting in droves, and then threw an arbitrarily high number at you in an attempt to get you to stay" situation. Accepting the 60% raise would have undoubtedly come with quadrupling my job duties with no warning or support (or coworkers) and then firing me after 2-3 months when they managed to find some more people. quote:I asked for an intermediate commitment until I get there, gave a range, and they said they're working on it.
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Mar 20, 2015 15:28
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Roargasm posted:I started as a technician in 2012 so it's not like these are massive increases. The first raise (which I doubled in negotiation) came with a promotion to Systems Analyst and I've knocked every project out of the park since then. I replaced an IT manager and a sysadmin and they're fast tracking me to the former position. I asked for an intermediate commitment until I get there, gave a range, and they said they're working on it. I save this place assloads of money and make everything better on the daily (once again, not that hard given what I came in to). Yeah, I'm kinda in the same boat as you. I'm about to get a 17% raise (with a sort-of title change, <My Title> I --> <My TItle> II) which, given my current salary, isn't a ton but I'll be happy with it. Same sorta thing - I work internal IT and came in and implemented basic Microsoft deployment procedures (MDT/USMT) and saved them a lot of time and money which impressed them more than it should have, but at the same time the starting pay was basically help desk level. I like it here, but I'll still be be looking for another significant raise after another year.
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Mar 20, 2015 15:35
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evol262 posted:If I didn't know (and if your company still issued RSU), I'd think we worked at the same place Oh, they still issue them, but you have to be Director or above now, i.e. not a pleb. But everything else is still the same, so I'm not really complaining too much. It's just the RSU's usually stood a good chance of being worth more than the cash equivalent after the vesting period.
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Mar 20, 2015 15:54
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The biggest middle finger to plebs was when they granted yearly RSUs to everyone in a declining company, our trade window was the week after the c-level trade window so all the higher ups would dump their stock and tank the price before we were allowed to sell any shares. Then we had to just dump at the lower price or wait and hope things would be different next year (the stock price went down every year)
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Mar 20, 2015 16:07
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evol262 posted:If I didn't know (and if your company still issued RSU), I'd think we worked at the same place I just got my raise for the year, 3.33333333%. That's what I expected. I've been here for a year, but coming from my last job, I make 30% more, so I think I was a bit overpaid to start, my recruiter really did an incredible job getting me the initial salary. So even with this raise being a little smallish, I'm pretty happy.
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Mar 20, 2015 16:58
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evol262 posted:I have literally never seen anyone get a raise above 5% without a title change, and I wouldn't believe this if you told me in person I got an 8% raise without a title change this past fall review 
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Mar 20, 2015 17:06
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CLAM DOWN posted:I got an 8% raise without a title change this past fall review I'd believe 8% as a one-off outlier, just not 25% or "expecting" any of these numbers. In general, I just think it's incredibly misleading and not helpful for people new to the industry to read a thread where people are talking about multiple double digit salary increases in consecutive years from the same company. Partly this is a personal thing from watching my brother in this trap for years (he's finally out), but people shouldn't "expect" huge raises without exigent circumstances (title change, fast-track grooming to management, taking over as a PM, etc), and we (as people with industry experience) shouldn't lead them to believe that this is normal, even though we may want to
evol262 fucked around with this message at 17:25 on Mar 20, 2015 |
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Mar 20, 2015 17:21
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My company was VERY PROUD of increasing their standard merit raise from 2% to 3% this year. We are rated from 1-5 by our managers, 5 being highest. It's pretty bell-curved as far as distribution, so 5's are very rare. Your percent raise = your rating. So even as a 5, which I would bet is less than 5% of the company, you get 5%. I was a 4. So I got 4%, except they somehow thing that prorating raises for people who have been present less than a year is acceptable, which is incorrect. So I was here a little more than half a year at year's end, had my raise and bonus both chopped in half. It's kind of ridiculous.
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Mar 20, 2015 17:48
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I dunno man... every place I've worked did the exact same thing. I think its pretty dang common
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Mar 20, 2015 17:57
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As a manager, I'm only permitted to give out between 0%-5% and 5% is a real outlier that I have to prove the person to be Jesus incarnate to get approved. Anything more than that basically requires a title change. It's not impossible. I myself got two >10% raises back to back in the first few years after I started. That was because I was originally brought in for deployment only, then moved into an infrastructure role, to heading up both internal and production infrastructure after someone left. The past few years though I"ve only gotten 4% because that basically all the structure currently allows. In the grand scheme of things, I'm making about 50% more than I was 6 years ago so there has been growth there. I just also know I probably won't see another significant jump unless I jump ship somewhere else. I also know I'm in the upper bracket salary-wise for what I do in the area, so I know I'll have to move if I want significantly more. I do live in one of the wealthier zip codes in the region and my single income household is 26% above the median income for my zip code so I don't really feel I'm doing all that badly.
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Mar 20, 2015 18:05
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Doesn't dealing in percentages of your paid out salary cheapen what you're doing? I've always negotiated in whole numbers. The total cost to employ you is much higher than what you're paid out, and I feel entitled to a raise of at least ... say 5% of the value that I generated during the year. The CEO who closes a bunch of locations for Q3 earnings fuckery is getting a significantly higher cut, and that's the kind of action I'm looking to get into (getting loving rich). And evol, if I were to say it to your face you would have had the pleasure of working with me already.
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Mar 20, 2015 18:12
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Roargasm posted:Doesn't dealing in percentages of your paid out salary cheapen what you're doing? I've always negotiated in whole numbers. The total cost to employ you is much higher than what you're paid out, and I feel entitled to a raise of at least ... say 5% of the value that I generated during the year. The CEO who closes a bunch of locations for Q3 earnings fuckery is getting a significantly higher cut, and that's the kind of action I'm looking to get into (getting loving rich). Getting"loving rich" is for people who either A: Sell things or B: Manage others. Unless you're a superstar engineer at Google, Microsoft, Cisco et al., you're not getting rich in a purely technical job.
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Mar 20, 2015 18:20
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My team of 10 builds millions of dollars worth of software each year. Expecting I get a cut is hilarious to me. The 0-4 is very standard in almost all careers. If you got more without a promotion, even if say from tech I to tech II, then you were an exception. It happens, it's happened to me, but don't expect that. It doesn't mean you are undervalued if they don't do that either. Edit: they might also give larger than standard to bring you within the appropriate range for the title too. We had a restructure that caused some to be outside the new range and they adjusted people up.
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Mar 20, 2015 18:26
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KillHour posted:Getting"loving rich" is for people who either A: Sell things or B: Manage others. Unless you're a superstar engineer at Google, Microsoft, Cisco et al., you're not getting rich in a purely technical job.
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Mar 20, 2015 18:34
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Bhodi posted:virtually no one gets "loving rich" period This is true, since "loving rich" doesn't mean $80k, or even $250k. That's barely the normal kind of "rich". $2.5M, maybe.
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Mar 20, 2015 18:48
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