Our company's appraisal process is based on employees completing their yearly appraisals. For example, if an employee joins the organization on March 1, 2023, their increment is scheduled for one year later, on March 1, 2024. However, the company has decided to align every employee's increment cycle to start in April 2024. Please guide us.
From India, Pune
From India, Pune
Dear Kavita Shinde,
If the annual salary increments are happening all around the year, then to rationalise the increase, you need to conduct the Performance Appraisal (PA) in the first week of April and link the salary increment to the marks scored in the PA. Those who have completed full-year will get a complete salary increment, but those who joined the organisation somewhere during the appraisal year (which is the financial year in your case) will get the salary increment proportionate to the number of months completed.
If some employee joins the organisation in the Q4 of the financial year, then the annual salary increment may be skipped for him or her.
While your organisation has taken the decision, the implementation of it will require a lot of discipline. This is because your company needs to make a proper schedule for completing the PA activity by the 15th of April. This is because the management needs to decide on the quantum of salary increase for each performance slab. The performance slabs could be excellent, very good, good, average, etc., or A, B, C and D. In many companies the managers delay the PA, and this, in turn, causes the delay in disbursing the annual salary increment. This causes despair among the employees. Therefore, the execution of this policy requires the enforcement of discipline. Are your company authorities capable of enforcing discipline?
Thanks,
Dinesh Divekar
From India, Bangalore
7874If the annual salary increments are happening all around the year, then to rationalise the increase, you need to conduct the Performance Appraisal (PA) in the first week of April and link the salary increment to the marks scored in the PA. Those who have completed full-year will get a complete salary increment, but those who joined the organisation somewhere during the appraisal year (which is the financial year in your case) will get the salary increment proportionate to the number of months completed.
If some employee joins the organisation in the Q4 of the financial year, then the annual salary increment may be skipped for him or her.
While your organisation has taken the decision, the implementation of it will require a lot of discipline. This is because your company needs to make a proper schedule for completing the PA activity by the 15th of April. This is because the management needs to decide on the quantum of salary increase for each performance slab. The performance slabs could be excellent, very good, good, average, etc., or A, B, C and D. In many companies the managers delay the PA, and this, in turn, causes the delay in disbursing the annual salary increment. This causes despair among the employees. Therefore, the execution of this policy requires the enforcement of discipline. Are your company authorities capable of enforcing discipline?
Thanks,
Dinesh Divekar
From India, Bangalore
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